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Fraser HR on ... Age Discrimination |
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Fraser HR on - Age Discrimination
There was a time, not so long ago when I was researching and writing about the implications of age discrimination in employment as part of my HR qualification. The year, 2006 seemed so far away and the debate as a student didn’t really have much meaning to me then, obviously other distractions as a student! And now here I am as if by magic, revisiting the age discrimination topic once again – October 2006 is almost upon us. Am I ready as an HR professional? Are you ready as an employer? Allow me to share some of my learning … 1. What is Age Discrimination?Very simply – discriminating on the basis of age. 2. As an employer, what do I need to know? a. As an employer you need to be aware of the Employment Equality (Age) Regulations, which come into force in October 2006. Are you? b. The regulations will make it illegal to discriminate on the basis of age. 3. What does the law say? a. The Age Discrimination Regulations prohibit direct and indirect age discrimination, and age-related victimisation and harassment. b. The regulations also set the default retirement age at 65 for both men and women, but employers will have to consider requests from employees who want to work beyond. 4. Anything else I should know or be aware of? a. Check your current policies and procedures for potential issues on age discrimination b. Avoid making assumptions about capability or medical fitness purely base on age. c. When drawing up job adverts refrain from including words such as ‘young’ or ‘mature’. d. Remove ‘date of birth’ box from your application form. This way, it won’t influence the selection process and you can always obtain this information when the successful candidate joins your organisation as an employee. e. Consider monitoring the take-up of training and development from different ages within your business f. Know what your terms & conditions say about retirement. On retirement – the default retirement age will be set at 65 for both men and women. Mandatory retirement below this age will be unlawful unless a lower age can be exceptionally objectively justified. g. Seek further advice on any issues, which you are unsure about in relation to this new legislation. . 5. Useful resources As this is currently one of the ‘hot topics’ in employment, check out one or two of the websites I have been reading of late. These include lots of good information and answers to many of the age discrimination questions currently being asked - be warned, you may be there some time! Age Positive website – already mentioned in Business in Berkshire this week http://www.agepositive.gov.uk/ ACAS – the nominated agency to provide advice and guidance on age issues. http://www.acas.org.uk Personnel Today – weekly HR magazine, full of useful information http://www.personneltoday.com/Home/Default.aspx In conclusion Whilst the above information in no way a fully comprehensive guide to new employment, I hope you find the information useful and that it raises your awareness on what you need to know. Just for fun – a quick quiz! Q. When does the new legislation on age discrimination come into force? A. October 2006 Q. Who is reported to be the nominated agency to deal with age employment issues? A. ACAS Q. Who said – ‘The old believe everything, the middle-aged suspect everything, and the young know everything’? A. Oscar Wilde Until next time … |
