The concept of “mini-retirement” was introduced by American entrepreneur Tim Ferriss around 2008. Unlike the traditional practice of deferring rest and personal pursuits until formal retirement, “mini-retirement” involves temporarily stepping away from one’s career to travel, pursue further education, cultivate personal interests, or care for family, before returning to the workforce. With retirement ages rising and careers lengthening, “mini-retirement” has been embraced by workers worldwide, as it resonates with individuals’ pursuit of a more balanced and diversified life. Yet, shifting our attention to retirees reveals that their needs diverge significantly from those of active workers. Many retirees seek to continue working, to some extent, in order to preserve their sense of identity and remain socially engaged.

In this context, the article proposes “mini-work” as both an employment option and lifestyle for retirees. “Mini-work” refers to the voluntary choice to continue working in a flexible, intermittent manner after retirement. Whereas “mini-retirement” helps reduce work-related stress, “mini-work” infuses retirement life with vitality. The two models complement one another, accommodating the needs and capacities of people at different life stages.

Moving beyond limitations of work-retirement dichotomy

The traditional binary model of work and retirement divides life into two rigid stages: “full-time work” and “complete rest.” As digitalization accelerates and societies age, this model increasingly constrains both individual well-being and social development.

At the individual level, human needs are rarely linear. Those unable to balance other aspects of life during their careers may face a sense of loss or emptiness after retirement, as their social roles diminish. Moreover, serious health issues or unexpected events can plunge individuals with limited pensions or savings into financial hardship, potentially creating intergenerational stress and family conflict. At the societal level, global life expectancy now exceeds 70 years, and advances in digital technology have rendered knowledge, experience, and creativity core factors of production. Rigid adherence to the traditional retirement system risks wasting the expertise of “silver talents,” exacerbating labor shortages, and placing heavier strain on social security systems.

Against this backdrop, the “mini-retirement—mini-work” model offers an innovative approach. “Mini-retirement” can alleviate occupational burnout, reinvigorate careers, and provide space for holistic personal growth, while reducing the risks of missed opportunities caused by overwork. “Mini-work,” in turn, enables retirees to strengthen economic security and pursue productive aging, while helping society mitigate labor shortages and reduce pressure on welfare systems.

Developing ‘mini-retirement—mini-work’ mechanisms

To optimize and complement the traditional retirement system, a “mini-retirement—mini-work” mechanism could be developed through coordinated efforts across policy, social support, technological empowerment, and business engagement.

The government should formulate and refine relevant laws and regulations, clarifying the legal status of “mini-retirement” and “mini-work” while building a comprehensive protection framework. This includes defining the legal relationship between employees on “mini-retirement” leave and their former employers, and improving labor rights protections and tax policies for those engaged in “mini-work.” Both models should also be incorporated into social security systems to ensure participants retain basic entitlements.

Dedicated employment platforms should be created to serve “mini-retirement” and “mini-work” participants, extensively collecting and aggregating job postings and human resources information to enable precise matching between employers’ needs with workers’ skills. A dedicated support fund could finance vocational training and continuing education, with a diverse array of courses designed to align market demand with personal interests, thereby enhancing occupational skills.

Employers, for their part, should actively explore the “mini-retirement—mini-work” model by offering more flexible arrangements--such as part-time roles and project-based contracts--while fully leveraging digital technologies to expand remote work opportunities. To manage and benefit from this model effectively, employers should also maintain and regularly update internal talent databases. This would allow them to quickly identify and re-engage suitable candidates when temporary or short-term needs arise, ensuring more efficient human resource allocation.

Xu Zhaoxu is a professor from the Department of Philosophy at Xiamen University.