Age discrimination
The Equality Act 2010 bans employers from committing direct and indirect age discrimination, harassment and victimisation against individuals because of their age. However, employers can justify direct and indirect age discrimination to achieve a legitimate aim through proportionate means.
To avoid allegations of age discrimination, employers should operate a compulsory retirement age only if it can be justified. For example, employees in some jobs where a high level of fitness or agility is required to undertake the role may be subject to an “employer-justified retirement age” for health and safety reasons.
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A young, mainly female team influenced a hiring decision concerning a 50-year-old man, leading to his successful claim for age and sex discrimination.

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Female executive wins £64,000 after being ‘frozen out’ by all-male board
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Ousted Oxford professor reinstated and awarded £30k
An Oxford University professor who was forced to leave his job under a retirement age policy is to have his...

DWP employee called ‘racist’ for remarking on Wales’ wet weather
A former Department for Work and Pensions employee who was found to be a victim of age and race discrimination...

Injury to feelings: how the employment tribunal awarded £400k
A former Department for Work and Pensions employee recently received almost £400,000 in compensation following age and race discrimination

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DWP must pay woman £400,000 after she wins claim for race and age discrimination
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Lawyer rejected because he was ‘expensive’ was discriminated against
The decision to deny an experienced lawyer a job because he was considered...

Oxford Uni to keep retirement policy and appeal ageism ruling
Institution to stand by policy designed to promote younger academics and will appeal Prof Ewart ruling.

Banker was dismissed because of age, tribunal hears
A 55-year-old Citigroup banker who was told “you are old and set in your ways” won his case at employment tribunal earlier this month, pending appeal.

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