Direct age discrimination

Sarah Nandhra LL.B. (Hons) LL.M.
0113 320 5000
employment@winstonsolicitors.co.uk

"A potentially 'tricky' employment situation which has been fully resolved to my 100% satisfaction"

Winston Solicitors LLP legal advice on age discrimination - more information:

Here we discuss what the Employment Equality (Age) Regulations actually mean in practice. If you feel you may be the victim of "direct" age discrimination in the workplace - contact us today for advice.

Regulations

What do the regulations mean?

We have focused on four key areas: (1) direct discrimination; (2) indirect discrimination; (3) harassment; and (4) victimisation in the workplace.

Direct discrimination

Direct discrimination is less favourable treatment because of someone's age.

For example it will be unlawful on the grounds of age to:

• Decide not to employ someone
• Dismiss them
• Refuse to provide them with training
• Deny them promotion
• Give them adverse terms and conditions
• Retire an employee before the employer's usual retirement age (if there is one) or retire an employee before the default retirement age of 65 without an objective justification.

Working example: Whilst being interviewed, a job applicant says that she took her professional qualification 30 years ago. Although she has all the skills and competences required of the job holder, the organisation decides not to offer her the job because of her age. This is direct discrimination.

Please note: A job applicant can make a claim to an employment tribunal, it is not necessary for them to have been employed by the organisation to make a claim of discrimination.

Read more about age discrimination:

1. Indirect discrimination
2. Harassment
3. Age discrimination information
4. Victimisation in the workplace

We can also help with advice about compromise agreements.

Further information

Speak to our employment team, in confidence on 0113 320 5000.

Or email us directly on: employment@winstonsolicitors.co.uk

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