China has increased the maximum hiring age for some civil service positions for the first time in approximately three decades, raising it from 35 to 38. This policy change is a strategic move to keep older workers in the labor force longer and address the country’s shrinking working-age population and pronounced demographic challenges. The decision also directly targets the prevalent age discrimination in the job market, often dubbed the “curse of 35” by Chinese netizens.
China’s new age requirements and demographic context
The revisions to the age requirements for the national civil service exam were announced on October 14, 2025, ahead of the application window for the 2026 exam.
- General applicants: The age range for general candidates has been extended to 18 to 38 years.
- Advanced degree holders: For candidates with a master’s or doctoral degree, the maximum age limit has been raised from 40 to 43.
This adjustment is described by state media as being in line with China’s progressive approach to delaying the legal retirement age. China’s demographic issues are stark due to its former one-child policy, with those aged 60 and above expected to account for at least 40% of the population (over 400 million people) by 2035.
The shift complements Beijing’s efforts to gradually delay retirement:
- The retirement age for men has risen from 60 to 63 years.
- For women in white-collar roles, it has increased from 55 to 58 years.
- For women in blue-collar jobs, it has gone up from 50 to 55 years.
What this means for skilled workers
This reform offers a significant boost to skilled professionals in China who may have previously been excluded from the coveted state sector due to rigid age limits, which has long been an issue in the broader Chinese job market — the “curse of 35”.
- Expanded career options: Mid-career professionals with significant experience (aged 35-38) now have an official pathway to apply for stable and competitive government jobs, which were previously largely inaccessible.
- Recognition of experience: The increased age limit, especially for those with postgraduate degrees, signals a greater state-level recognition of the value and expertise that older, highly educated professionals bring to the workforce.
- Alignment with retirement reform: As the national retirement age is also gradually increasing, this change helps create consistency by allowing workers to enter the civil service at an older age and still contribute to the system for a suitable period before retirement.
What it means for employers
While the direct impact is on the government’s civil service recruitment, this move sends a clear signal to all employers, both domestic and international, that the central government is prioritizing the utilization of a more experienced and older workforce.
Talent pool expansion
For international companies hiring in China, this policy move underscores a growing need to look beyond arbitrary age caps and tap into the pool of skilled, mid-career professionals who are now more explicitly valued by state policy.
Compliance awareness
With the government actively campaigning against age discrimination and adjusting the statutory retirement age, international employers must be highly conscious of their hiring and employment practices in China. They need to ensure their recruitment strategies do not perpetuate the “curse of 35” and that their contracts and benefits align with the phased-in changes to the mandatory retirement age.
Need for global HR compliance
Companies scaling their teams in China must navigate complex local labor laws, including those around retirement, social security, and employment contracts. To avoid legal liabilities and ensure compliance while hiring Chinese talent, international employers can partner with an Employer of Record (EOR) solution, like Multiplier.
Seamless global operations
Multiplier’s EOR platform enables businesses to hire full-time employees in China quickly, compliantly, and without setting up a local legal entity. This includes managing the local complexities of payroll, benefits administration, and adhering to labor laws—a critical service as China adjusts its workforce policies. For hiring short-term contractors or freelancers, Multiplier’s Contractor of Record (COR) service provides compliant contract generation, payment processing, and local tax compliance.
Conclusion
China’s decision to raise the civil service hiring age is a pivotal step toward retaining experienced talent, challenging ageism, and mitigating the effects of its aging population. This shift encourages all employers to re-evaluate their hiring practices.
For international companies looking to hire world-class Chinese talent, using a compliant global hiring platform is essential. Partner with Multiplier’s Employer of Record (EOR) or Contractor of Record (COR) services to seamlessly and compliantly hire and manage employees or contractors in China and over 150+ countries.
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FAQs
What is the new maximum hiring age for the Chinese civil service exam?
The maximum hiring age for the Chinese national civil service exam has been raised for the first time in nearly 30 years. For general applicants, the age limit has been increased from 35 to 38 years old. For candidates who possess a master’s or doctoral degree, the upper limit has been extended from 40 to 43 years old. This adjustment is part of a broader government effort to utilize older workers and combat ageism.
Why has China raised the age limit for civil service applicants?
China raised the age limit primarily for two reasons: to address the aging population and shrinking workforce resulting from its three-decade-long one-child policy, and to combat pervasive age discrimination in the job market known as the "curse of 35". This decision is in line with the government's progressive strategy to progressively delay the statutory retirement age.
What is the "curse of 35" in the Chinese job market?
The "curse of 35" is a term coined by Chinese netizens to describe the age bias where professionals, particularly those in high-growth industries like technology and finance, face significant difficulties in securing or retaining a job after reaching 35. This bias stems from the perception that older workers are less flexible, lack energy for demanding schedules, or command higher salaries, leading to many employers openly or covertly capping hiring at age 35.
How is China's statutory retirement age changing?
China began implementing a gradual increase in the statutory retirement age starting this year (2025). The changes, phased in over approximately 15 years, will eventually raise the retirement age for men from 60 to 63. For women in managerial or white-collar roles, it will increase from 55 to 58, and for women in non-managerial or blue-collar roles, it will go from 50 to 55. The minimum required years of basic pension contributions will also gradually increase from 15 to 20 years starting in 2030.
How does this policy affect international companies hiring in China?
This policy serves as a strong signal that the Chinese government is focused on utilizing an older, experienced talent pool. International companies must ensure their hiring, compensation, and retention strategies are age-neutral and fully compliant with China's evolving labor laws and the new phased-in retirement ages to avoid legal risks. Partnering with an Employer of Record (EOR) is a reliable way to manage this compliance, ensuring all employee contracts, payroll, and benefits adhere to local Chinese regulations without requiring the company to establish a local legal entity.
