New legislation now to protect victims of age discrimination at work in the UK. New and very radical reforms were introduced in the UK during 2006 to provide employees with greater protection against age discrimination in the workplace.
Note – Some elderly workers may have been exposed to substances or unreasonable working regimes during their careers. Many employers operated unsafe systems fro decades which has led to injuries being suffered. We can help with specialist legal areas such as asbestos disease claims, industrial deafness and vibration white finger claims. Many of these cases involve slow developing symptoms and it is important that you obtain advice as soon as possible on your situation.
Here we discuss the main changes implemented by the government:
In the UK we are facing huge changes in the way people of a certain age are to be perceived according to the law.
There are 9.4 million people over the age of 65 at this point in time. Many will wish to carry on working even though they are officially passed retirement age.
There will be 12.4 million by 2021 and so the numbers retirement category workers will increase.
The new laws are designed to recognise this and to protect people from discrimination because of their age.
Following a detailed and thorough consultation during 2005 (“Coming of Age”) the Age Regulations came into force 1st October 2006.
Businesses and employers must therefore start to prepare for the changes and ensure they are ready for implementation.
The Regulations are intended to cover cover employment and vocational training. This includes access to help and guidance, recruitment, promotion, development, termination, perks and pay.
Despite appearances the regulations are designed to cover people of all ages, both old and young. Both groups can be affected dramatically by discrimination in the work environment. The changes will affect all employers, providers of vocational training, trade unions, professional associations, employer organisations and trustees.
There will be no upper age limits for unfair dismissal and redundancy will be removed.
A national default retirement age of 65 will be introduced making compulsory retirement below age 65 unlawful (unless objectively justified).
This initiative is to be reviewed in 2011.
All employees will have the right to work beyond the age of 65 or any other age set by the company / employer and employers must consider such a request reasonably.
The new regulations also affect Occupational pensions and employer contributions to personal pensions. However, the regulations do not interfere greatly with the current pension arrangements which themselves underwent substantial legislative changes during 2006.
The regulations do not affect state pensions.
Contact us today for an immediate advice on age discrimination.
Read more on how to complain about a Nursing Home and let the authorities know about poorly managed or uncaring establishments looking after the elderly.
More on elderly suffering because of noise related deafness – Do not underestimate the hazard of noise in the workplace.
The Claims Connection – UK Accident claim and personal injury compensation specialists – No win no fee compensation claims – car accident claims – whiplash compensation – endowment complaints – medical negligence – equal pay compensation claim