The Chinese internet believes life is over at 35, not 60.
The Chinese internet believes life is over at 35, not 60.
The Curse of 35: China’s Career Milestone that Haunts Millennials
In China, hitting the age of 35 is now feared as a death sentence for one’s career. The anxieties surrounding this milestone have been encapsulated in the phrase “Curse of 35,” which has gone viral on China’s Twitter-like platform, Weibo. The phenomenon refers to the prevailing preference among Chinese employers to hire workers who haven’t yet reached the “sell-by date” of their 35th birthday.
The fear of turning 35 and the potential setbacks it could bring to career prospects have become a widespread concern among Chinese millennials. On Weibo, posts lamenting the “Curse of 35” discuss the anxiety of losing a job and the challenges of finding new employment, along with the additional stress of dealing with employers’ demands. One person reflects, “Life is also tough. I am single and I don’t have enough money to buy a house. Where will I stay when I get old?… In this life, one can only wander about with no real place to go.”
These sentiments resonate with many others on Weibo, who share the belief that turning 35 could significantly hinder their chances of career advancement. “We have entered a vicious cycle,” states one Weibo user. “You’re too old to work at 35 but too young to retire at 60.”
The Chinese government’s drive to incentivize younger people to join the civil service sector further perpetuates ageism. Most entry-level positions in the Chinese civil service are limited to individuals aged between 18 and 35. Although there have been efforts to raise the hiring age limit to 40 for those with advanced degrees, discriminatory hiring practices by the state contribute to private employers feeling justified in adopting similar practices.
Tianlei Huang, a research fellow at the Peterson Institute for International Economics, emphasizes the impact of the government’s age restrictions: “Since the state is practicing discriminatory hiring, private employers probably feel like they have nothing to worry about in doing the same.”
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The preference for younger workers is not solely rooted in discriminatory employment practices but also in China’s grueling “996” work culture. Some companies expect employees to work from 9 a.m. to 9 p.m., six days a week. This demanding schedule favors young workers who are perceived as healthier, more adaptable, and less encumbered by family responsibilities. Companies often assume that individuals over 35 are less flexible, less technologically adept, and slower in adapting to new work methodologies.
The desire for younger workers is also fueled by the record-high youth unemployment rates in China. Approximately one in five Chinese youths were unemployed in the second quarter of 2023, according to China’s National Bureau of Statistics. Companies take advantage of this situation by hiring younger workers for lower wages. They perceive it as a cost-effective strategy, asking, “Why look for an older worker when you can find a younger worker for a fraction of the cost?”
While employers may currently benefit from a large pool of young workers, China’s aging population poses a long-term challenge. Falling birth rates have caused China’s population to shrink for the first time since the 1960s. With fewer young workers and an aging population, employers may eventually need to reconsider their preference for younger employees.
Kelvin Seah, a senior economics lecturer at the National University of Singapore, suggests that increased competition for younger workers will eventually drive up youth wages. As younger workers become relatively more expensive to hire, older workers may become a comparatively attractive option for employers.
However, for Chinese millennials facing the “Curse of 35” today, this shift may provide little consolation. The preference for younger workers not only affects their livelihoods but also puts their financial security at risk. Tania Lennon, an executive director at the International Institute for Management Development, explains that the age of 35 marks the peak earning capability for many individuals. Failing to earn enough during this crucial period can jeopardize their ability to build financial reserves.
As the pressure of the “Curse of 35” looms over Chinese millennials, some worry about being prematurely pushed out of the workforce. “I just turned 34 and lost my job three months ago. Will I be able to survive this year?” laments one Weibo user.
Ultimately, the “Curse of 35” reveals the challenges faced by Chinese millennials in an increasingly competitive and age-conscious job market. The prevalence of ageism, combined with an unrelenting work culture, leaves many fearing for their career prospects. While China’s aging population may eventually prompt a shift in hiring practices, young workers currently grapple with the burdens of economic hardship and the bleak outlook created by the Curse of 35. As one poignant Weibo post captures, “It is not that 35-year-olds don’t want to work hard. It is because society is rejecting them.”