Retirement Age Abolition and How It Affects Age Discrimination

WORCESTERSHIRE, ENGLAND, February 28, 2011 (Press-News.org) The controversial decision made by the UK Government to abolish the default retirement age (DRA) represents a change across the entire UK demographic. With increased life expectancy and shortfalls in government pension provision, the State Pension age for both men and women is to gradually increase, reaching 66 by April 2020. New regulations will be brought in as of 6th April 2011, under the new legislation employers will not be able to dismiss staff simply because they have reached the age of 65.

The UK is seeing an increase in the average age of the working population. Currently there are twenty million people aged 50 and over in the UK, this figure is forecast to increase by 37 percent by the year 2030. UK employers are being faced with legislation brought about to ensure they have policies in place to prevent age discrimination.

However, changes made to Acas guidance notes regarding this matter has left employers unclear of what course of action they can legally take. Clio Springer, senior employment law editor at XpertHR, commented: "Clearly employers need to know whether or not they can retire an employee, who is due to reach the default retirement age before 1st October 2011, after that cut-off date, without being at risk of a successful unfair dismissal and/or age discrimination claim."

Employers are increasingly are promoting equality and diversity using tools such as 360 Diversity to ensure they are fulfilling their legal obligations and responsibilities to employees. Implementing appropriate policies and carrying out equality and diversity training has already benefited many companies in the UK by limiting legal disputes and building united and productive workforces.

360 diversity is an online diversity forum and information resource that is available to private, public and third sector employers throughout the UK. It was developed to support organisations to take a holistic approach to diversity, and particularly in response to the Equality Act 2010. For further information visit the 360 diversity website at www.360diversity.co.uk.