Can an employer use a mandatory retirement age for workers who are not employees?
What is the timetable for the abolition of the default retirement age?
How will employers deal with retirement after the abolition of the default retirement age?
Can employers operate a compulsory retirement age?
After the abolition of the default retirement age, how should employers deal with employees over 65 who are underperforming?
After the abolition of the default retirement age, employers have to justify objectively having a compulsory retirement age. What does this mean?
How has the abolition of the default retirement age affected employment tribunal claims in relation to retirement?
Can an employer ask an employee whether or not he or she has any plans to retire?
Can an employer suggest to an employee that he or she consider reducing his or her hours in preparation for retirement?
What should an employer do if an older employee requests to change his or her working pattern in preparation for retirement?
Should an employer notify its employees that they can choose to retire?
What should an employer do if an employee indicates that he or she wishes to retire?
An employee’s decision to retire is in effect a resignation. There is no set procedure for an employer to follow if an employee indicates that he or she wishes to retire, but it should consider holding a meeting with the employee to discuss, for example, plans for a handover to a successor and the possibility of a phased retirement. The employee should not be put under pressure to change his or her hours or alter his or her responsibilities in preparation for retirement, but the employer can agree to this if it is the employee’s choice. The employer should provide the employee with details of his or her pension, if relevant, and advise him or her to consider taking independent financial advice.
The employer should inform the employee of the requirement to give notice of the decision in writing, when he or she has decided on a retirement date. When the employee gives notice, the employer should confirm in writing the employee’s final date of employment and any other relevant arrangements, for example final payments and the return of company property.
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Should an employer take into account an employee’s age when setting targets or assessing performance?
Can an employer agree with an employee that he or she will retire at a particular age?
What can an employer do if an employee indicates that he or she wishes to retire but then has a change of mind?
If an employer does not retain an employer justified retirement age, can it retire employees if this is justified on a case-by-case basis?
What procedure should an employer follow if it wants to retire an employee after the removal of the default retirement age?
If an employer operates an employer justified retirement age, must it give employees the right to request to continue working beyond the retirement age?
How can an employer know whether or not its retirement age can be objectively justified?
How should an employer that is no longer using a compulsory retirement age amend its policies as a result of the abolition of the default retirement age?