China’s Reform Generation: Facing Midlife Crisis & Economic Slowdown

The economic ascent of China over the past four decades created a generation with expectations of continuous improvement. Now, a growing number of those who benefited from that era – those in their 40s and 50s – are facing unexpected job losses and limited prospects, caught between a slowing economy and deeply ingrained age discrimination. The future once seemed boundless for those who grew up during China’s reform era; now, many find themselves pinned between economic stagnation and institutional barriers to continued employment.

The “Curse of 35” and Beyond

The challenges facing this demographic are increasingly framed around what’s become known as the “curse of 35,” a reference to the age at which many Chinese companies implicitly or explicitly prefer not to hire. Job advertisements frequently specify an upper age limit of 35, effectively shutting out experienced workers in their 30s. As reported by the ABC, this phenomenon is driven by employers seeking younger, cheaper labor perceived as more motivated. However, the issue is expanding beyond this initial age threshold, with concerns growing about discrimination against those in their 40s and 50s as well.

Emily, a former HR professional who spoke to the ABC under a pseudonym, experienced this firsthand. Laid off earlier this year despite 11 years of experience and a solid work record, she attributes her dismissal to the “curse of 35.” Her story reflects a broader shift in mindset, where the expectation of lifetime employment is giving way to a need for constant skill-building, and adaptation. This insecurity is amplified by China’s sluggish economic growth and ongoing unemployment issues.

Economic Headwinds and Policy Responses

China’s economic slowdown is a key driver of this situation. A prolonged downturn in the property sector has dampened consumer confidence, creating a less dynamic job market. The New York Times notes that this generation, which spearheaded China’s economic reforms, is now facing a reality far removed from the boundless opportunities they once anticipated.

The government is aware of the growing problem and has begun to take steps to address age discrimination. In October 2025, China raised the age limits for civil servants, signaling a broader campaign against ageism in the job market. Reuters reported on this policy change, which aims to encourage older workers to remain in the workforce. However, the effectiveness of this policy remains to be seen, particularly in the private sector where adherence to government guidelines is often less strict.

Impact on Workers and the Economy

The consequences of this trend extend beyond individual job losses. The economic insecurity felt by aging millennials is impacting consumer spending and investment. A generation that once represented a growing consumer base is now more cautious, leading to further economic headwinds. The situation also presents a demographic challenge, as China’s aging population necessitates a larger workforce to support its growing elderly population. Discouraging experienced workers from remaining employed exacerbates this issue.

The “curse of 35” isn’t simply about age; it’s also about cost. Younger workers generally command lower salaries and are perceived as being more adaptable to new technologies. This creates a perverse incentive for companies to prioritize youth over experience, even when the latter may be more valuable in certain roles. This dynamic also contributes to wage stagnation for older workers, further fueling economic insecurity.

The Role of Government Policy and Historical Context

Until 2019, national government policy mandated that new civil servants be under 35, effectively setting a precedent for age discrimination in the broader job market. While this policy has been revised, its legacy continues to influence hiring practices in both the public and private sectors. The shift towards prioritizing younger workers can be traced back to the rapid economic reforms of the late 20th and early 21st centuries, which emphasized innovation and adaptability. However, as China’s economy matures, the need for experienced and stable workers is becoming increasingly apparent.

What’s Next: A Gradual Shift?

Analysts suggest that workplace ageism may gradually diminish as China’s population continues to age and the demand for skilled labor increases. The demographic realities of an aging society necessitate a more inclusive approach to employment. However, overcoming deeply ingrained cultural biases and economic incentives will require sustained effort from both the government and the private sector.

The current policy adjustments, such as raising the age limits for civil servants, represent a first step. Further measures may include stricter enforcement of anti-discrimination laws, incentives for companies to hire older workers, and programs to retrain and upskill the workforce. The success of these initiatives will depend on their implementation and the willingness of employers to embrace a more age-diverse workforce. The long-term impact on China’s economic trajectory remains to be seen, but addressing this issue is crucial for ensuring sustainable and inclusive growth.