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Browse frequently asked questions and answers on key HR issues. Navigate by topic or key word search. View latest additions or suggest a question to the XpertHR editorial team.
Where an employer has followed the statutory retirement procedure and notified an employee of the date of retirement, does the employer also have to give statutory or contractual notice to terminate the employee's contract? Can an employer use a mandatory retirement age for workers who are not employees? What are the statutory requirements governing an employee's right to request to continue working beyond retirement? How should an employer deal with a request to continue working beyond retirement age? Is an employer always obliged to hold a meeting to discuss an employee's request under the statutory retirement procedure to continue working beyond his or her retirement date? Is an employee attending a meeting to discuss a request not to retire entitled to be accompanied by a trade union representative? Is an employer always obliged to hold an appeal meeting to discuss a decision in relation to an employee's request under the statutory retirement procedure not to retire on the intended date of retirement? Where an employer follows the statutory retirement procedure in dismissing an employee, can the dismissal attract a discrimination claim? Under the transitional provisions relating to the abolition of the default retirement age, can an employer agree to an employee’s request to continue working after his or her retirement date and still retire the employee at a later date? If an employer has granted a request for an employee to work indefinitely beyond retirement age, is there anything to prevent it seeking to retire the employee at any subsequent time? Where an employer has granted an employee's request to work beyond retirement age, but that employee subsequently becomes redundant, is he or she entitled to statutory redundancy pay? What is the timetable for the abolition of the default retirement age? Will there be transitional arrangements for the abolition of the default retirement age? How will employers deal with retirement after the abolition of the default retirement age? Will employers still be able to operate a compulsory retirement age after the abolition of the default retirement age? Will the statutory retirement procedure be repealed when the default retirement age is abolished? Will anything replace the current statutory retirement procedure after the abolition of the default retirement age? After the abolition of the default retirement age, how should employers deal with employees over 65 who are underperforming? How does the abolition of the default retirement age affect employers that have a compulsory retirement age of 65? After the abolition of the default retirement age, employers will have to justify objectively having a compulsory retirement age. What does this mean?