Age is relative, but we are all getting older......

Currently there are more than 20 million people aged 50 and over in the UK and it is expected to be 27 million by 2030. The Employment Equality (Age) Regulations came into effect in October 2006 and make it unlawful to discriminate on the grounds of age (unless this can be objectively justified).

The Regulations have introduced a national default retirement age of 65, removed the upper age limit for unfair dismissal and redundancy and given the employer a duty to consider requests to continue working beyond 65; this legislation also provided a requirement for employers to give written notification to employees (at least six months in advance) of their intended date of retirement and notify them of their right to request to continue working.

Employers have also been made responsible for the actions of their employees and therefore firms should ensure policies and procedures expressly prohibit all forms of discrimination on the grounds of age (as well as everything else).

Be warned - there is no upper limit to the compensation payable if an employer is found guilty of age discrimination and we would advise every employer who has not yet done so to draw up an age equality policy. It is sensible to consult with your staff or their union representative if appropriate and then made certain all staff are aware of the policy.

If you need any help with this, you know where to come.