Businesses need to be aware how they will be affected by the wide-ranging Employment Equality (Age) Regulations, which come into force on 1 October.
Managers are advised to review their employment documentation, practices and procedures to identify any areas where changes may be required. Key action points are:
- avoid age-specific wording in recruitment adverts and job descriptions
- make all employees aware of age discrimination, and provide training where appropriate
- check the wording of employment contracts and handbooks to make sure they comply with the legislation (not all age-related provisions will be unlawful, so each term and condition needs to be looked at individually)
- review training policies, to ensure that training is open to employees of all ages and
- ensure that transitional retirement procedures are complied with for employees retiring between October 2006 and the end of March 2007.
A legal challenge has been launched by an Age Concern-backed retirement group to the proposal that an employer will not have to give a reason for turning down an employee's request to continue working beyond the age of 65. This, they allege, is in breach of the European Equal Treatment Directive. The outcome of this challenge will be reported in a future issue of
Legal Alert.
