From understanding expenses to starting a limited company, our downloadable business guides can help you.
The statutory default retirement age (DRA) of 65 years was removed in 2011, meaning that Employers cannot automatically end your employment when you reach that age anymore (in most circumstances). We thought we’d look at what’s happened in the last 18 months since the law changed…
So what does this actually mean?
For many workers this was great news, as they could carry on working past age 65 if they wanted to. However, this change in the law doesn’t affect the fact that you can still choose to voluntarily retire at age 65 if you wish (and your employer should notify you of this).
Now, Employers who wish to end your employment will either have to:
It is not clear whether the ACAS Code of Practice on Disciplinary and Grievance procedures applies to EJRA’s or dismissals for ‘some other substantial reason’ (SOSR). A recent tribunal case, Cummins v Siemens Communications Ltd said the code did apply to SOSR dismissals but this decision is not binding on other tribunals.
Your Employers Contracts and Handbooks must be amended to reflect this new position.
Many of the employers in the survey said the changes made succession planning and finding opportunities for younger workers difficult. Other employers reported that it had led to:
An aim can be ‘legitimate’ if it is related to:
‘Proportionate’ could mean (demonstrating that the compulsory retirement age as a proportionate means of achieving that aim):
Therefore the employer would need to provide evidence of all of this – that they have ‘objective’ justification for the retirement age. Employers can start by setting out the reasons it needs the retirement age; consider whether they have good evidence to support this; then consider if there is an alternative or less or non-age discriminatory way of achieving the same result.
In a 2012 case for age discrimination bought when a firm retired an employee at age 65, the UK Supreme Court said that an employer could have their own DRA. The Supreme Court said that:
are legitimate aims to allow an EJRA (backing up earlier ECJ decisions).
In March 2015, the Employment Appeal Tribunal heard the appeal in a test case against 5 police forces as to whether the rule requiring police offers to retire after 30 years’ service (to cut costs) is legal (Harrod and others v Chief Constable of West Midlands Police and others. The EAT, in July, decided this was not age discrimination. The Police Superintendent’s Association has gained permission to go to the Court of Appeal.
So, what age is a proportionate age to pick? Most employers will find it safer at the moment not to have a compulsory retirement age as it can clearly be difficult to show why it is necessary in their business, in relation to their aims.
Where a company carries out a lot of different functions they would find it difficult to have a standard retirement age – but they may be able to have a standard retirement age based on job categories (although of course this doesn’t take into account an employee’s individual fitness and health levels!).
From now on, employers basically need to plan with each employee their individual retirement age – with workers retiring at different ages depending on their capabilities and the job’s requirements.
It is not unlawful for employers to ask employees about their retirement plans (for example for the purpose of planning their future workforce requirements), but employers should be wary of the risk of age discrimination by, for example, putting pressure on the employee to retire. Employers can do this by not expressly asking employees what their retirement plans are, but ask them about their future aims and aspirations – ideally as part of a regular appraisal discussion (that applies to all workers).
The Government has recently indicated that it intends to review its decision to end the DRA in 2016, so we may have another change in the future.
If you are an Employer and need ongoing professional help with any staff/freelance issues then talk to Lesley Furber at The HR Kiosk – a Human Resources Consultancy for small businesses – our fees are low to reflect the pressures on small businesses and you can hire us for as much time as you need.
Please note that the advice given on this website and by our Advisors is guidance only and cannot be taken as an authoritative or current interpretation of the law. It can also not be seen as specific advice for individual cases. Please also note that there are differences in legislation in Northern Ireland.
Photo by Jenny Downing
Darren Fell, CEO of Crunch, said: "We welcome the government's commitment to adopt the recommendations from the Taylor report. We would however, urge caution that any response does not introduce more red tape, or reduce the ability for entrepreneurs to employ people flexibly."
How likely is it that your employer or client will be keeping an eye on you? In the eyes of the law, can your employer spy on you at work?
Don't have a fixed place of work and travel directly to clients? The ECJ decided in September 2015 that travel time counts as working time. We take a look.