Making Sense of the Law on age discrimination for employees
Age discrimination in the workplace has been prohibited since 2006 and is now enshrined in the Equality Act 2010.
There are different types of age discrimination in the workplace and it is important to see a specialist age discrimination solicitor if you believe you are experiencing discrimination due to age.
Direct age discrimination or less favourable treatment because of a protected characteristic. Direct age discrimination is the only example of direct discrimination that can be objectively justified – ie if it can be demonstrated to be a proportionate means of achieving a legitimate aim.
Indirect age discrimination where a provision, criterion or practice particularly disadvantages a group and the individual concerned. This is unlawful whether or not it is intentional.
Harassment or unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment – it is unlawful whether or not it is intentional and need not be targeted at an individual.
Victimisation where someone is treated detrimentally because they have made or intend to make a complaint or allegation. Also where they give or intend to give evidence in relation to a complaint of age discrimination at work.
Our specialist age discrimination solicitors help with all types of age discrimination at work including discrimination against job applicants and agency workers and issues to do with retirement following the scrapping of the Default Retirement Age. We offer advice on redundancy and Settlement Agreements in relation to age discrimination. If we cannot resolve your problem, we can represent you at an Employment Tribunal.