Guidance for employees retiring (after 2011)

Posted on May 6th, 2013 | Employment law

Updated 2016.

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 isn’t 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:

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If an employer wishes to keep their own compulsory retirement age, they must be able to justify that it’s a proportionate means of achieving a legitimate business aim.

An aim can be ‘legitimate’ if it’s related to:

  • Economic factors, such as the needs of running a business (e.g. workforce planning – the need for the business to recruit, retain and provide promotion opportunities and effectively manage successions)
  • The health, welfare and safety of the individual to be retired, their colleagues and the public
  • The particular training requirements of the job.

‘Proportionate’ could mean (demonstrating that the compulsory retirement age as a proportionate means of achieving that aim):

  • What the employer is actually doing to achieve its aim
  • The discriminatory effect would be significantly outweighed by the importance and benefits of the aim and
  • The employer should have no reasonable alternative to the action they’re taking.

The employer would need to provide evidence of all of this – that they’ve ‘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’s an alternative or less or non-age discriminatory way of achieving the same result.

So what’s happened since the introduction of this? There have been a few high profile employment tribunal cases so far.

In 2012, an age discrimination case was raised when a firm retired an employee at age 65; the UK Supreme Court said that an employer could have their own DRA. They said th

  • ‘Succession planning’ (allowing opportunities for promotion and retention of younger staff where there is real business need for this) and
  • Avoiding the performance management dismissals of older workers (who were underperforming – referred to as ‘dignity’ by maintaining a congenial and supportive workplace)

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 five police forces as to whether the rule requiring police officers 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 didn’t constitute 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’s necessary in their business, in relation to their aims.

Where a company carries out a lot of different functions, they’d 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 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’s not unlawful for employers to ask employees about their retirement plans (e.g. 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.


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Written by Lesley Furber

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