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.


Out of site

1 May 2004

Employers in the construction industry need to wake up to anti-discrimination and equal opportunity laws before there is a further slump in skills shortages and manpower.

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Driving home equality

1 Mar 2004

Bowing to pressure from its trade unions, BMW Group’s once strike-ridden Oxford plant agreed to take a partnership approach to...

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That was the year…

1 Feb 2004

2003 provided HR professionals and employment lawyers with a steady stream of new laws, cases, and European regulations that ranged...

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