United Kingdom: Study Finds Few Changes in Employer Age-Related Practices

In a review of employer practices since the 2006 implementation of the Age Regulations in the United Kingdom, there has been little change in most employers’ age-related policies and practices. According to Second survey of employers’ policies, practices and preferences relating to age, 2010 by Hilary Metcalf and Pamela Meadows for the Department of Business, Innovation and Skills and the Department for Work and Pensions (Employment relations research series No: 110), age continues to play a direct role in policies and practices across the range of human resource areas. In addition to retirement, it is particular common in recruitment and, due to a maximum age for pension accrual, in benefits. In addition, the percentage of establishments monitoring the age profile of their workforce has fallen from 32% to 22% since 2006.

There are some areas where the situation appears to have changed, however. These include a reduction in age-related criteria being used in redundancy selection and pay enhancements and a slight decline in the use of compulsory retirement. There has also been a growth in the number of employers’ equal opportunity policies which explicity cover ‘age’ and the use of formal performance appraisals, both of which might help guard against age discrimination.

Source: TAEN News Archive (August 4, 2010)