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From 1 October 2006, there is legal protection against age discrimination. It is no longer lawful to discriminate on grounds of age.

Treating staff fairly and recognising individuals' talents and needs is not just the right thing to do, but makes good business sense as well.

More info can be found on the Direct Gov site - http://www.direct.gov.uk/en/Employment/Employees/DiscriminationAtWork/DG_10026429

Surveys show that the most commonly cited form of employment discrimination is age bias, and that it can affect workers of all ages. For example, older workers may be unfairly refused training or forced to retire when they wish to continue work. Younger workers may receive lower pay rates and employment benefits, or be denied promotion despite having all the relevant experience and abilities. All workers, regardless of age, should be entitled to unfair dismissal, redundancy and other employment protection rights

In 1999 a Voluntary Code of Practice on tackling ageist practices at work was published by the Government but was ignored by most employers. However, as a result of a European Union Directive, age discrimination in employment and training must be prohibited in the UK by the end of 2006, although substantial exemptions are likely to be permissible

Trade unions and the TUC have campaigned against age discrimination and for effective legislation to tackle it. Many unions have negotiated with employers for changes to agreements on employment benefits and other issues to eliminate age bias. Nevertheless, the issues are complicated. Unions are concerned that age equality legislation should not be used as an opportunity by employers to 'level-down' existing redundancy or other rights for older workers. And current pension ages and benefits must be protected, whilst still allowing workers genuine choice and flexibility on retirement.

More info can be found on the TUC site - http://www.tuc.org.uk/equality/index.cfm?mins=437

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Last modified: 13-Aug-2008