Workplace Age Discrimination Law

Workplace Age Discrimination Law

Workplace age discrimination law prohibits discrimination against someone on
the grounds of age.  All employees and workers are protected, including
partners of firms, contract workers and people in vocational training, no
matter how old they are
.

The law applies to all areas of employment, including: recruitment;
employment terms and conditions; pay and benefits; work
status
; training; promotion and transfer opportunities;
; and .

Default retirement age

UK law does, however, permit companies to implement a
.

Refusal to hire people over retirement age

In addition, employers may refuse to hire someone over 65, or the employer’s
normal retirement age, without having to justify it. 

They can also refuse to
consider an application from anyone who applies for a job within six months of
their 65th birthday (or the employer’s normal retirement age, if this is over
65).

‘Objective justification’ for age discrimination

Discrimination on the grounds of age may also be lawful where there is an
‘objective justification’ for it.  For example, making special provisions for
younger or older workers in order to protect their safety and welfare. 

An employer must, however, be able to show that age discrimination is a
proportionate way of achieving a legitimate aim.

What is proportionate?

The discriminatory effect of the measure should be significantly
outweighed
by the importance and benefits of the legitimate aim. 

An
employer must have no reasonable alternative other than to introduce an
age-based practice.  If the legitimate aim can be achieved by less or
non-discriminatory means then these must take precedence.

What is a legitimate aim?

A legitimate aim might include: economic factors, such as business needs and
efficiency; the health, welfare and safety of the individual (including
protection of young people or older workers); and the particular training
requirements of the job.

A legitimate aim must correspond with a real need of the employer – economic
efficiency may be a real aim but saving money because discrimination is cheaper
than non-discrimination is not legitimate.  The legitimate aim cannot be related
to age discrimination itself.

Service related benefits

Many employers use service related pay and benefits to motivate staff, reward
loyalty and recognise experience.

An employer can use ‘length of service’
criteria to increase staff pay or benefits so long as the period of service is
not more than five years.

Employers using a period longer than five years must be able to justify their
decision with a business need, for example by providing information about
recruitment and retention.

Other exceptions and exemptions

Other exceptions and exemptions from age discrimination legislation
include:

** Additional information & advice **

You can obtain further information about age discrimination through and the
.

Depending on the circumstances of your case, however, it may be better to .  You
can be in your area for free
via solicitor matching services, which can also help you to understand the best
course of action for your situation and whether you are ready to hire a
solicitor.