以下文章来源于冷杉RECORD ，作者東昇 冷杉RECORD . 凤凰周刊出品。让讲述更有生命力。 本文来自微信公众号： 冷杉RECORD ，作者：東昇，编辑：雪梨王，题图来自：视觉中国 留给这届中年人的时间，向后宽限了三年。 1月14日，2026年度国考笔试放榜。这个决定命运的数字跳出来之前，38岁的张琪决定先用钱买下一 点赢面。傍晚六点半，他顺着下班的人流走到街边，解锁了一辆共享单车，骑向市中心的考公培训机 构。他要去上一对一的面试课，每小时700元。他已经预交了1.1万元的学费——这笔钱相当于他两个 月的底薪，够交三个月的房贷。 一个多月前，张琪刚走出国考考场。彼时在一张张满是胶原蛋白的脸庞中，他的出现显得突兀。那天 他穿着笔挺整洁的衬衫，鬓角的白发有些扎眼。他在人群中努力寻找，偶尔才能发现几个和自己年龄 相仿的考生。 和年轻人的轻松自如相比，他们显得格外局促。 "年轻人可以等笔试成绩出来再准备面试。我这个年纪，耗不起了。"坐在培训教室的角落里，张琪在 笔记本上密密麻麻写满了答题框架。 这曾是一扇被焊死了30年的门。自1994年以来，"35岁"就像一道无形的屏障，将无数中年人挡在体 制的红线外。但在20 ...

Core Viewpoint - Recent adjustments in age limits for civil service examinations across various provinces in China indicate a significant shift in employment policies, aiming to dismantle the "35-year-old barrier" and address age discrimination in the job market [1][3][12] Group 1: Age Limit Adjustments - Anhui Province has raised the upper age limit for civil service applicants from 35 to 38 years, allowing candidates aged 18 to 38 years (born between January 1987 and January 2008) to apply, with a further extension to 43 years for recent master's and doctoral graduates [1] - Hubei Province has similarly adjusted its age requirements, allowing applicants aged 18 to 38 years, with the same 43-year limit for master's and doctoral graduates, representing a 3-year increase from previous years [3] - Hunan Province has also relaxed its age restrictions, increasing the upper limit from 35 to 38 years for general applicants and from 40 to 43 years for master's and doctoral graduates [3] Group 2: Perception of Age Discrimination - A significant portion of the workforce perceives age discrimination as a pressing issue, with 60.2% of respondents in a survey identifying it as the most urgent employment discrimination problem, and 85% acknowledging the existence of a "35-year-old barrier" [5] - The perception of age discrimination has increased over the years, with the percentage of respondents who view it as "very serious" or "relatively serious" rising from 20.6% in 2015 to 37.5% in 2019 [5] - The difficulty in job searching for individuals over 35 is highlighted, with 46.8% of respondents believing it becomes significantly harder to find employment after this age [5] Group 3: Employment Trends and Research Findings - Data from the China Family Panel Studies (CFPS) indicates that individuals aged 35-39 are in their peak earning and promotion years, yet many are hindered by age-related barriers [3][8] - Research published in the journal "Population Science" suggests that while income for those over 35 may be increasing, the challenges of job switching and unemployment risks are also rising, particularly for women [8] - A study indicates that job seekers aged 35-45 need to submit an average of 2.2 more resumes compared to those aged 25-35, with their interview conversion rates being less than half of the younger group [8]

Core Viewpoint - The relaxation of the age limit for civil service examinations from 35 to 38 years signals a significant shift in employment policies, reflecting the changing demographics and labor market dynamics in China [4][6][21]. Group 1: Age Limit Changes - The age limit for civil service recruitment has been raised from 35 to 38 years, with some regions extending it to 40 or even 45 years [6][8]. - The initial 35-year age limit was established in 1994, aimed at promoting youth in leadership roles, but has become outdated as the average age of the workforce has risen significantly [8][10]. - The average age of the labor force in China has increased from 32.25 years in 1990 to 39.72 years in 2022, indicating a demographic shift towards an older workforce [11]. Group 2: Implications of Policy Changes - The recent policy changes are part of a broader initiative to ensure equal employment rights and eliminate age discrimination, as outlined in the "24 Measures" for stabilizing employment [18][32]. - The removal of the 35-year age limit is expected to set a precedent for further reforms across various sectors, potentially leading to the elimination of age barriers in other employment areas [19][21]. - The demographic group affected by this change, primarily those born in the 1990s, constitutes a significant portion of the current workforce, making their employment stability crucial for overall economic stability [26][30]. Group 3: Future Considerations - There are concerns that the removal of the 35-year limit may lead to a new "38-year ceiling," necessitating careful management of age-related employment policies [22][32]. - The importance of the 35-year age group is underscored by their substantial representation in the labor market, with those aged 30-49 making up over half of the employed population [30][31]. - Ensuring job security for the 80s and 90s generations is vital for maintaining social stability and economic growth in China [31][32].

Group 1 - The concept of "midlife crisis" originated from American psychologist Elliott Jacques in 1965, who noted that individuals around the age of 48 often experience a sudden awareness of their mortality and limitations, leading to feelings of crisis [2][3] - The term gained popularity in the United States during the 1960s and 1970s, coinciding with increased life expectancy and the entry of women into the workforce, which created new competitive pressures for middle-aged men [3][4] - In China, the term "midlife crisis" began to gain traction in the 1990s, largely due to media coverage that highlighted the anxieties associated with aging and societal expectations [4] Group 2 - The phenomenon of midlife crisis is closely linked to societal structures and economic models, where individuals around the age of 35 are perceived as experiencing a decline in value due to higher salary expectations and increased family responsibilities [5][6] - There is a systemic undervaluation of individuals over 35, as policies often set age limits that marginalize this demographic, leading to a perception that they are no longer a priority for support and development [12][16] - The marketing and business strategies often favor younger demographics, neglecting the significant potential of the 35+ age group, which possesses wealth, diverse needs, and loyalty [16][18] Group 3 - The midlife crisis can manifest in various ways, including impulsive behavior, emotional instability, and a heightened awareness of aging and mortality, affecting both men and women [19][20] - Common signs of midlife crisis include a desire for change, increased focus on appearance, and questioning life choices, which can lead to significant life changes such as job changes or relationship reevaluations [20][21] - The crisis is often exacerbated by societal pressures and expectations regarding age milestones, which can amplify feelings of inadequacy and anxiety [9][10][15] Group 4 - Addressing midlife crisis involves recognizing the signs, allowing time for adjustment, and seeking support from trusted individuals or professionals to navigate the emotional turmoil [23][25][26] - The process of coping with midlife crisis typically includes stages of awareness, action, and resolution, where individuals may seek to redefine their goals and values [24][28] - It is crucial to understand that midlife crisis is a common experience that can lead to personal growth and a reevaluation of life priorities, rather than a definitive endpoint [28][29]