If you’ve ever been told you have to retire from your job at 65, purely because that’s what your contract says, the law around that changed in a significant way in the summer of 2026 — and it’s worth knowing about whether you’re still working, thinking about staying on a little longer, or advising a partner or friend who is.

The old problem

For years, it was legal and common for an employment contract to set a mandatory retirement age — often 65 — even though the State Pension doesn’t become payable until 66. That left a gap where someone could be forced out of work before they were eligible for their pension, with no legal right to keep working even if they wanted to and were fully able.

What the Employment (Contractual Retirement Ages) Act 2025 changed

The Act came into effect on 29 June 2026. Employees whose contract sets a retirement age below 66 — the current State Pension age — now have a formal right to request to keep working up to State Pension age. You need to notify your employer in writing, between three and twelve months before your contractual retirement date, that you wish to continue working.

Your employer can still say no, but they now have to give a written, objectively justified reason — things like succession planning, health and safety, or workforce planning are recognised as legitimate grounds, but a blanket “that’s our policy” no longer holds up on its own. The Workplace Relations Commission has published guidance and template letters for both employees and employers navigating the new process.

Who this doesn’t apply to

Certain roles still carry their own legislated retirement ages regardless of this change — An Garda Síochána and firefighters are two examples, both with earlier mandatory retirement due to the nature of the work. Public sector workers recruited since 2013 already have a minimum retirement age of 66, with compulsory retirement at 70. If you’re self-employed or run your own company, there was never a legal retirement age forcing you out in the first place.

Why this matters even if you’re not working right now

Beyond the legal mechanics, this reflects a broader and genuinely useful shift: working longer, in whatever form suits you, is increasingly recognised as a legitimate choice rather than something to apologise for. Whether that means staying in your current role a little longer, moving to part-time hours, or taking on consulting or freelance work using decades of experience, the option is more available now than it was even two years ago.

If you’re thinking about staying on

  • Check your contract for a stated retirement age, and note how many months out you are from it.
  • If you want to keep working, put your request in writing within the three-to-twelve-month window — verbal requests don’t carry the same legal weight.
  • Ask your employer for the WRC’s guidance material if you’re unsure of the process — they’re required to be able to point you to it.
  • If you’re refused, you’re entitled to a specific written reason — a vague refusal is exactly what the new law was designed to prevent.
  • Consider what “working longer” would actually look like for you — the same role, reduced hours, or something different entirely — before the conversation happens.

This is a summary of the general position and not a substitute for advice on your own contract — for anything specific to your situation, Citizens Information and the WRC are both free, independent starting points. If you’re newly retired rather than weighing up staying on, our piece on building a routine that works after you retire covers the other side of this transition.