Proposing the Radical Idea of a “Tenure-Based Retirement System”

Read the original article (in Japanese):「もう長すぎた…」宇宙飛行士・野口聡一氏が57歳でJAXAを辞めた納得のワケ(ダイヤモンド・オンライン)


The Reality Behind the 45-Year Retirement Debate

The ongoing public debate around the “45-year retirement” and early retirement plans in Japan was initially intended to encourage self-directed career development. Yet, many workers interpret these initiatives as thinly veiled attempts to push them out.

As astronaut Soichi Noguchi has noted, Japan’s work culture tends to reward compliance over skill-building or career ownership. If we want to change that, we need structural reform—not just slogans.

The Proposal: A Tenure-Based Retirement System

A better alternative is the Tenure-Based Retirement System. Rather than setting a fixed age for retirement, the idea is to define an employee’s career cycle within a company by tenure—say, a 20-year maximum.

Such a system allows for natural career reflection without age-based discrimination. More importantly, it promotes a mindset where workers are expected to plan for the “next stage” from the beginning—not wait until it’s forced upon them.

Key advantages:

  • Fairness through tenure, not age

  • Encourages self-managed career transitions

  • Focuses on job performance over seniority

  • Increases labor market mobility and vitality

Without the Next Step, Trust Will Erode

Introducing early retirement without the infrastructure to support what comes next can lead to serious consequences:

  • A surge in middle-aged workers without viable career paths

  • Reemployment primarily through low-wage or non-regular roles

  • A demoralized workforce that sees loyalty as meaningless

  • Public distrust toward any system seen as “pushing people out”

If society cannot clearly outline what lies after early retirement, it will only deepen fear and resistance.

How to Make Early Retirement a Positive Option

For any retirement reform to succeed, it must be paired with the following components:

1. A Functional Job Market

  • Evaluate talent based on skills, not age

  • Ensure skill visibility through standardized job descriptions

2. Lifelong Learning & Reskilling Infrastructure

  • Expand public and private programs for reskilling and reemployment

  • Involve both government and industry in system design

3. A Culture of Return

  • Normalize flexible reemployment (contract, part-time, project-based)

  • Shift from “leave once, gone forever” to “leave once, return stronger”

4. Cultural Mindset Shift

  • Reframe career transitions as positive growth

  • Eliminate the stigma of resume gaps or mid-career pivots

Reform Happens in Stages: System → Support → Culture

Real change doesn’t happen in one leap. It must follow a clear sequence:

  1. System: Establish rules like tenure-based retirement as a norm

  2. Support: Provide the tools and funding to navigate the shift

  3. Culture: Normalize these transitions socially and professionally

Skipping steps or pushing only the “culture” angle will lead to confusion and resistance.

The Role of Politics: Driving Legal and Structural Change

Companies rarely reform themselves voluntarily—especially when current systems benefit them. That’s why political leadership and legislative reform are essential.

Examples of needed legal reforms:

  • Legalize and standardize the tenure-based retirement model

  • Mandate job descriptions (JDs) across industries

  • Enforce age discrimination bans

  • Offer tax incentives for companies hiring mid-career professionals

  • Significantly expand funding for reskilling and career transition services

Leaving Is Not Failing—It’s Progress

In today’s world, leaving an organization should not be seen as failure. It should be recognized as a step forward.

A tenure-based retirement system can help normalize this thinking:

  • Workers plan their next moves well before exit

  • Organizations can design smoother generational transitions

  • Flexible reengagement options become part of long-term planning

Conclusion: Reforming Employment Culture from the Ground Up

The 45-year retirement debate may have started with good intentions, but without support, it quickly turns into a symbol of fear and loss.

The Tenure-Based Retirement System offers a bridge—not just a gate—between current work culture and future opportunities. It is a tool for career autonomy, organizational renewal, and social sustainability.

Change takes time. But with the right sequence—system, support, and culture—we can build the bridge to a new future.


Read in Japanese↓

“在籍年数定年制”という提案－－日本の雇用とキャリアに変革を（2025.4.30）

Read more articles (in Japanese)↓

 

なぜ今、日本企業は雇用観と仕事観を変えなければならないのか―人材流出時代の生存戦略（2025.4.28）

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