The Employment Equality (Age) Regulations 2006 will:
- ban age discrimination in terms of recruitment, promotion and training;
- ban unjustified retirement ages of below 65; and
- remove the current age limit for unfair dismissal and redundancy rights.
They will also introduce:
- a right for employees to request working beyond retirement age and a duty on employers to consider that request; and
- a new requirement for employers to give at least six months' notice to employees about their intended retirement date so that individuals can plan better for retirement, and be confident that "retirement" is not being used as cover for unfair dismissal.
The purpose of this Age Discrimination Policy is to provide clear guidance to employers, explaining the procedures they must follow and their obligations and duties under the new Employment Equality (Age) Regulations in force from 1 October 2006. The policy also acts as a checklist for managers in order to ensure that age discrimination procedures are operated in accordance with the statutory requirements, and are dealt with fairly and consistently throughout the Company.
This policy is arranged in two parts:
A. Equal Opportunities and Age Equality
B. Retirement
This policy complements the Company’s Equal Opportunities Policy. This explains the structure that the policy will follow and informs the employee that they should also refer to the organisation’s Equal Opportunities Policy if they feel they have grounds for complaint.
The draft policy covers:
- Equal opportunities and age equality
- Responsibilty
- Grievance
- Requests to continue working
- Record keeping
The draft policy also comes with a 16-page Management Guide containing helpful notes on the policy.
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