Introduction: Are Employees Above 60 Covered Under LINDUNG 24 Jam?
Since PERKESO’s LINDUNG 24 Jam scheme was introduced on 1 June 2026, many employers and HR practitioners have been asking an important question:
Does LINDUNG 24 Jam apply to employees who are above 60 years old?
This question is becoming increasingly relevant as more Malaysians choose to remain in the workforce beyond the traditional retirement age. Many companies continue to employ experienced workers in advisory, management, technical, and operational roles well into their 60s and beyond.
Understanding whether these employees are covered under the new scheme is essential for payroll compliance, SOCSO contributions, and employee protection.
What Is LINDUNG 24 Jam?
LINDUNG 24 Jam is PERKESO’s latest social security protection initiative designed to provide broader protection coverage for employees.
Unlike traditional employment injury coverage that focuses mainly on work-related accidents, LINDUNG 24 Jam extends protection beyond normal working hours, offering employees greater social security coverage throughout the day.
The scheme was officially implemented on 1 June 2026 and introduces employee contributions that are deducted through payroll.
The Short Answer: Yes, Employees Above 60 Can Be Covered
The answer is:
Yes. Employees above 60 years old may still be covered under LINDUNG 24 Jam if they remain actively employed and fall within PERKESO’s coverage requirements.
Many employers mistakenly assume that SOCSO-related protection automatically stops once an employee reaches age 60.
However, employees who continue working under a contract of service may still be eligible for protection under applicable PERKESO schemes, including LINDUNG 24 Jam.
This means employers should not automatically exclude employees from consideration solely based on age.
Why This Matters for Employers
Malaysia’s workforce is changing.
Many organisations today employ:
- Retired employees on contract
- Senior advisors and consultants
- Experienced technical specialists
- Part-time senior workers
- Re-employed retirees
As life expectancy increases and workforce participation among older workers continues to rise, employers must ensure their payroll and statutory contribution processes remain compliant.
Incorrect assumptions about age eligibility could lead to:
- Contribution errors
- Compliance risks
- Employee disputes
- Administrative complications
Common Misconception: SOCSO Stops at Age 60
One of the most common misconceptions among employers is that all SOCSO obligations end once an employee reaches age 60.
In reality, eligibility depends on the specific scheme and employment circumstances.
For employees who continue working beyond age 60, employers should review the latest PERKESO guidelines before making payroll or contribution decisions.
Relying on outdated assumptions may result in incorrect statutory treatment.
Example Scenario
Consider the following example:
Employee A
- Age: 65 years old
- Employment Status: Full-time employee
- Monthly Salary: RM6,000
- Actively employed under a contract of service
Although the employee is above 60 years old, they may still fall under the applicable PERKESO coverage requirements and therefore be subject to LINDUNG 24 Jam provisions.
This is why employers should assess eligibility based on current PERKESO requirements rather than age alone.
Will LINDUNG 24 Jam Affect Payroll for Employees Above 60?
Potentially, yes.
As part of payroll administration, HR and payroll teams must ensure statutory deductions and contributions are configured correctly for eligible employees.
This includes reviewing:
- Employee eligibility records
- Age-related statutory settings
- SOCSO contribution categories
- Payroll deduction configurations
- Compliance reporting requirements
Failure to maintain accurate payroll records can result in unnecessary administrative work and potential compliance issues.
Why HR Teams Should Review Employee Records Now
The implementation of LINDUNG 24 Jam presents a good opportunity for organisations to review their workforce data.
Employers should identify:
✔ Employees above 60 years old
✔ Employees approaching retirement age
✔ Re-employed retirees
✔ Contract-based senior employees
✔ Employees with unique statutory contribution requirements
Having accurate employee records helps ensure payroll calculations remain compliant and reduces the risk of statutory errors.
How Pandahrms Helps Employers Stay Compliant
As new statutory initiatives such as LINDUNG 24 Jam are introduced, HR and payroll teams face increasing compliance responsibilities.
Pandahrms helps employers manage these changes through:
✔ Automated payroll calculations
✔ SOCSO, EPF, and EIS contribution management
✔ Centralised employee records
✔ Payroll compliance reporting
✔ Workforce analytics and HR insights
Whether managing employees below or above 60 years old, Pandahrms helps organisations maintain accurate payroll data and stay up to date with evolving statutory requirements.
With accurate workforce information and automated payroll processes, employers can confidently manage compliance while reducing administrative workload.
Conclusion
As Malaysia’s workforce continues to evolve, more employees are choosing to remain economically active beyond age 60.
For employers, understanding how statutory schemes such as LINDUNG 24 Jam apply to these employees is essential for payroll accuracy and compliance.
The key takeaway is simple:
Do not assume an employee is excluded from LINDUNG 24 Jam simply because they are above 60 years old.
Always refer to the latest PERKESO requirements and ensure payroll processes are configured correctly to avoid compliance issues.
Frequently Asked Questions (FAQ)
1. Does LINDUNG 24 Jam apply to employees above 60 years old?
Yes. Employees above 60 years old who remain actively employed may still be covered under applicable PERKESO requirements.
2. Should employers stop SOCSO-related processing when an employee turns 60?
Not automatically. Employers should review the employee’s eligibility based on the latest PERKESO guidelines.
3. Can retired employees who return to work be covered?
Depending on their employment arrangement and eligibility, they may still fall under applicable PERKESO coverage.
4. Why is this important for payroll teams?
Incorrect assumptions regarding employee age can lead to contribution errors, payroll discrepancies, and compliance risks.
5. How can employers manage compliance more effectively?
Using a reliable HR and payroll system helps ensure employee records, statutory deductions, and payroll calculations remain accurate.
