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?
The statutory right to request flexible working applies only to employees who have certain caring responsibilities, for the purpose of carrying out those responsibilities. Employers do not have a statutory duty to consider a request from an employee to change his or her working pattern if the purpose is to prepare for retirement.
However, employers should consider having a policy to consider requests for flexible working from all employees, not just those who are eligible to make a statutory request. Employers should recognise the benefits of allowing older employees to change their working pattern in preparation for retirement. For example, this may enable the employee to continue working for a longer period, while maintaining his or her productivity or performance, or may facilitate a handover of his or her responsibilities.
Employers should avoid having a policy of favouring older workers over younger workers when it comes to agreeing to requests for flexible working patterns, as this could constitute unlawful age discrimination, unless the employer can justify it objectively.
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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?
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?