It is against the law for an employer to discriminate against an employee or potential worker due to their age, unless the job either requires an individual of a particular age, or the age-related treatment is both justifiable and proportionate.
The law governing age discrimination protects both job applicants and all workers, no matter how long they have been in employment. It also covers employees of all ages, so deals with people who are potentially discriminated against due to being seen as too young for a role as well as the other end of the spectrum.
The abolition of the default retirement age also means that an employer is no longer able to force an employee to retire or set a retirement age, unless this can be objectively justified. Consequently, any action taken by an employer requiring an employee to retire may now qualify as age discrimination.
We are able to provide expert advice in connection with all issues concerning age, whether this be applying for jobs, promotion and training opportunities, retirement or a redundancy scenario.