Create a progressive reduction of activity from age 58 to 62

Progressive retirement already exists from age 60

Public servants have access to progressive retirement, and since September 2025 the entry age is 60, subject to conditions including 150 quarters and part-time work. A Plan covering ages 58–62 therefore creates a new cost-bearing extension for ages 58 and 59.

The page must distinguish the existing pension mechanism from any new subsidised reduction in working time. Otherwise the fiscal cost would be hidden inside a policy described as if it already existed.

Use reduced activity for knowledge transfer

A senior employee working 60–80% can reserve structured time for mentoring, documentation and succession. Eligibility should take account of physical strain, scarce expertise and replacement needs, rather than age alone.

Evaluation should cover retention, absence, knowledge transfer, replacement and total public cost. A pilot in selected occupations would provide better evidence before a national age-58 extension.

Costing and legal delivery

Programme legislation and pension/public-service rules, with explicit funding for reduced activity and part-time arrangements.

Transition investment; it may ease workforce renewal but is not an automatic saving.

Transition expenditure is reported separately from recurring savings, and transferred activity remains public expenditure unless the policy itself is discontinued.

What must be proved before implementation

Progressive retirement already exists from age 60 under specific conditions; an age-58 scheme would be a genuine extension, not current law.

The implementation file should model each progressive-activity profile by entry age, working percentage, pension component, duration, mentoring duties and replacement timing. The objective is to show both payroll effects and the value of organised knowledge transfer.