Age Equality

Surveys show that the most commonly cited form of employment discrimination is age bias, and that it can affect workers of all ages. Age discrimination in the workplace has been unlawful since 2006 and from 6 April 2011 the Default Retirement Age which allowed employers to forcibly retire workers from age 65 will be phased out.
Trade unions and the TUC have campaigned against age discrimination and for effective legislation to tackle it. Many unions have negotiated with employers to eliminate age bias and to provide better opportunities for young workers. In recent years, measures have been adopted in unionised workplaces to help extend working lives such as removing fixed retirement age policies and adopting flexible retirement options. However, current pension ages and benefits must also be protected for workers to have genuine choice and flexibility about how and when they retire.


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The most recent documents available on this subject are:

TUC response to the Public Sector Equality Duty review

The Public Sector Equality Duty (PSED) plays a vital role in underpinning union work to tackle discrimination and harassment at work as evidenced by the TUC’s response to a government review of the duty.

19 April 2013

Managing Age – New Edition 2011

This guide supports Acas guidance on managing without a retirement age and reflects the business case for extending working life and employing people of all ages. It gives guidance on good age management practices to support and sustain business succ…

18 May 2011

Equality Act 2010 – TUC Briefing for Affiliates

The Equality Bill was published on 27 April 2009. A number of (mainly positive) amendments were made to the Equality Bill during its passage through Parliament. Some of the more controversial clauses (positive action, gender pay reporting and the soc…

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