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Following the Heyday decision on the default retirement age, can employers continue to use a mandatory retirement age?

Can an employer stipulate an age limit for a job?

In light of the age discrimination legislation can employers still use university 'milk rounds' to recruit employees?

Can employers continue to specify a minimum number of years' service in job advertisements?

Is it unlawful to include a preferred age range in a job advertisement?

Is it permissible for an employer to stipulate in a job advert that candidates must be "recent graduates"?

Under the age discrimination legislation is an employer prevented from using job titles including the words "senior" and "junior"?

Under the Employment Equality (Age) Regulations 2006 an employer is not prevented from using the words "senior" or "junior" in a job title provided that these words are used to designate the status of the role occupied by the job holder and have no bearing on the person's age. A young person may occupy a senior role and an older person may occupy a junior role, depending on their qualifications, experience and suitability for the role.

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Can employers still request applicants' work and education history, with dates, on their application forms?

Is it unlawful to ask for applicants' date of birth on application forms?

Is an employer liable for offensive and/or potentially discriminatory material or comments posted on its intranet bulletin board?

Is there a legal requirement for employers to advertise every job vacancy that arises?

What "positive action" is permitted under discrimination legislation?

Should employers provide their employees with any information about age discrimination?

Are long-service awards incompatible with the Employment Equality (Age) Regulations 2006?

Where it is a company's policy to give a small gift to employees who have completed periods of service of multiples of 10 years could this be discriminatory under the age discrimination regulations?

Can an employee bring a pay discrimination claim on grounds other than sex?

How are employees protected from dismissal under the Employment Equality (Age) Regulations 2006?

Is "last in, first out" still a valid redundancy selection criterion?

Can employers stipulate in job adverts that applications from individuals who have reached, or are within six months of reaching, retirement age will not be accepted?

What effect have the Employment Equality (Age) Regulations 2006 had on retirement ages?