Age Discrimination Compensation Claim Solicitors
Solicitors Helpline 0844 414 6358
There are more than 20 million people aged 50 and over in the UK, constituting over a third of the adult population. This sector of society consisting of older people continues to grow due to improvements in healthcare and environment. Regulations covering age discrimination have been in force since 2006 with continuing amendments to the legislation further protecting the interests of both young and old from discrimination based on age. Unlike most other forms of discrimination law, this applies to every single worker, as opposed to minority groups and there is no upper or lower age limit. Just as with sex, race and disability discrimination, both direct and indirect discrimination is outlawed and is only defensible if the employer is able to provide objective justification. However, it is likely that employers will only be able to justify themselves in relation to individual workers and their specific jobs, rather than on a macro level in terms of policy or practice that they may try to argue is necessary for their business as a whole.
Solicitors Helpline 0844 414 6358
Age Discrimination Law
Offending employers may be liable to uncapped financial penalties in an age discrimination compensation claim heard before an Employment Tribunal under the legislation. The key aspects of age discrimination policy include the following issues :-
- Retirement Age
The upper age limit for unfair dismissal and redundancy rights is removed. This means older workers have the same rights to claim unfair dismissal or to receive redundancy payment as younger workers. There is no longer a compulsory retirement age which used to be set at 65 years. - Recruitment
It is no longer legal to recruit or promote on the basis of age and employers are entitled to recruit only on the basis of the applicant’s ability to do the job. It is unlawful for adverts to specify age ranges for potential applicants. - Pay and Benefits
There are currently many benefits which are offered in relation to length of service and/or experience, such as annual leave, long service awards, etc. These benefits continue to be valid providing they are not linked to the employee’s age and contracts will need to be reviewed accordingly. - Calculation of Payments and Awards
There is no change in the way statutory redundancy payments and basic awards for unfair dismissal are calculated which DOES include an age related factor. - Redundancy
Redundancy selection criteria are also affected. For example, the use of “last in first out” may be outlawed as younger workers are less likely to have built up significant length of service, thereby making this policy potentially discriminatory.
Solicitors Helpline 0844 414 6358
Employment Solicitors
Specialist employment law solicitors operate exclusively in all areas of dispute between employees and employers and they do nothing else which enables them to achieve your goals in the most efficient and practical way possible. They are able to pursue or negotiate a claim on your behalf and can provide representation anywhere in the United Kingdom. Claims are dealt with using the no win no fee scheme with no requirement to fund or finance the claim as it proceeds. If you would like an initial free consultation for advice to find out whether you have a good case, how to go about claiming and how much your compensation might be worth you can call the helpline or complete the contact form or email our offices. If after talking to a specialist lawyer you decide not to take matters further you are under no obligation to do so and you will not be charged for our initial advice session.