What retirement arrangements applied up until the abolition of the default retirement age (DRA)?

Retirement 2011: The retirement policy/arrangements that applied up until the abolition of the default retirement age (DRA), April 2011. From April 2011, the default retirement age (DRA) of 65 is being phased out. After its abolition, employers can retain a normal retirement age for employees, but only if it can be objectively justified.

What was your organisation's defined contractual retirement age up until the abolition of the default retirement age (DRA)?

Retirement 2011: The defined contractual retirement age up until the abolition of the default retirement age (DRA), April 2011. From April 2011, the default retirement age (DRA) of 65 is being phased out. After its abolition, employers can retain a normal retirement age for employees, but only if it can be objectively justified.

Will the removal of the default retirement age (DRA) affect your retirement policy?

Retirement 2011: The number of organisations at which the removal of the default retirement age (DRA) has affected the retirement policy, April 2011. From April 2011, the default retirement age (DRA) of 65 is being phased out. After its abolition, employers can retain a normal retirement age for employees, but only if it can be objectively justified.

Have you reviewed or changed any policies in response to the removal of the default retirement age (DRA)?

Retirement 2011: The number of employers that have reviewed or changed policies in response to the removal of the default retirement age (DRA), April 2011. From April 2011, the DRA of 65 is being phased out. After its abolition, employers can retain a normal retirement age for employees, but only if it can be objectively justified.

Which specific aspects of your policies have you reviewed or changed in response to the removal of the default retirement age (DRA)?

Retirement 2011: The specific policy areas employers have reviewed or changed in response to the removal of the default retirement age (DRA), April 2011. From April 2011, the DRA of 65 is being phased out. After its abolition, employers can retain a normal retirement age for employees, but only if it can be objectively justified.

What policy changes have you made in response to the abolition of the DRA?

Managing Retirement 2013: The policy changes employers have made in response to the abolition of the DRA, January 2013. The default retirement age (DRA) and the associated statutory retirement procedure were repealed by the Employment Equality (Repeal of Retirement Age provisions) Regulations 2011 on 6 April 2011, affecting the way that employers can deal with the retirement of older workers.

What are your views on the impact of abolishing the default retirement age (DRA)?

Retirement 2011: Employers' views on the impact of abolishing the default retirement age (DRA), April 2011. From April 2011, the DRA of 65 is being phased out. After its abolition, employers can retain a normal retirement age for employees, but only if it can be objectively justified.

What retirement policies/arrangements apply at your organisation?

Managing Retirement 2013: The retirement policy/arrangements that UK employers have in place, January 2013.

What are your views on the impact of abolishing the default retirement age (DRA)?

Managing Retirement 2013: Employers' views on the impact of abolishing the default retirement age (DRA), January 2013.

To what extent do you agree with the following statement? "Our organisation has not experienced any problems regarding the employment or exit of older employees as a result of having no retirement age."

Retirement 2011: The extent to which employers agree with the following statement: "Our organisation has not experienced any problems regarding the employment or exit of older employees as a result of having no retirement age.", April 2011. From April 2011, the DRA of 65 is being phased out. After its abolition, employers can retain a normal retirement age for employees, but only if it can be objectively justified.

Have you taken any action to retire any employees who previously have been allowed to continue working, in view of the abolition of the default retirement age (DRA)?

Retirement 2011: The number of employers that have taken any action to retire one or more employees who previously have been allowed to continue working, in view of the abolition of the default retirement age (DRA), April 2011. From April 2011, the DRA of 65 is being phased out. After its abolition, employers can retain a normal retirement age for employees, but only if it can be objectively justified.

What was the age of the oldest person to retire in an average year prior to the abolition of the DRA?

Managing Retirement 2013: The age of the oldest person to retire in an average year prior to the abolition of the DRA, January 2013. The default retirement age (DRA) and the associated statutory retirement procedure were repealed by the Employment Equality (Repeal of Retirement Age provisions) Regulations 2011 on 6 April 2011, affecting the way that employers can deal with the retirement of older workers.

Are workers retiring at a later age since the abolition of the DRA?

Managing Retirement 2013: The number of employers that believe workers at their organisation are retiring at a later age since the abolition of the DRA January 2013. The default retirement age (DRA) and the associated statutory retirement procedure were repealed by the Employment Equality (Repeal of Retirement Age provisions) Regulations 2011 on 6 April 2011, affecting the way that employers can deal with the retirement of older workers.

How will the abolition of the default retirement age (DRA) affect your organisation?

Retirement 2011: How employers think the abolition of the default retirement age (DRA) will affect their organisation, April 2011. From April 2011, the DRA of 65 is being phased out. After its abolition, employers can retain a normal retirement age for employees, but only if it can be objectively justified.

Do you have any concerns about the impact of the abolition of the default retirement age (DRA)?

Retirement 2011: The number of employers with concerns about the impact of the abolition of the default retirement age (DRA) on their organisation, April 2011. From April 2011, the DRA of 65 is being phased out. After its abolition, employers can retain a normal retirement age for employees, but only if it can be objectively justified.

What proportion of employees have you acted to retire in view of the abolition of the default retirement age (DRA)?

Retirement 2011: The proportion of employees (who previously have been allowed to continue working) that employers have taken action to retire, in view of the abolition of the default retirement age (DRA), April 2011. From April 2011, the DRA of 65 is being phased out. After its abolition, employers can retain a normal retirement age for employees, but only if it can be objectively justified.

Does your retirement policy specify when employees must be notified about the organisation's intention to terminate their employment by reason of retirement?

Retirement 2011: The number of employers at which the retirement policy specifies when employees must be notified about the organisation's intention to terminate their employment by reason of retirement, following the abolition of the default retirement age (DRA), April 2011. From April 2011, the DRA of 65 is being phased out. After its abolition, employers can retain a normal retirement age for employees, but only if it can be objectively justified.

In what way has the abolition of the DRA had a negative impact on your organisation?

Managing Retirement 2013: The ways in which employers believe has the abolition of the DRA has had a negative impact on their organisation, January 2013. The default retirement age (DRA) and the associated statutory retirement procedure were repealed by the Employment Equality (Repeal of Retirement Age provisions) Regulations 2011 on 6 April 2011, affecting the way that employers can deal with the retirement of older workers.

In what way has the abolition of the DRA had a positive impact on your organisation?

Managing Retirement 2013: The ways in which employers believe has the abolition of the DRA has had a positive impact on their organisation, January 2013. The default retirement age (DRA) and the associated statutory retirement procedure were repealed by the Employment Equality (Repeal of Retirement Age provisions) Regulations 2011 on 6 April 2011, affecting the way that employers can deal with the retirement of older workers.

What impact has the abolition of the DRA had on recruitment stage?

Managing Retirement 2013: Employers' views on the impact of the abolition of the DRA at the recruitment stage, January 2013. The default retirement age (DRA) and the associated statutory retirement procedure were repealed by the Employment Equality (Repeal of Retirement Age provisions) Regulations 2011 on 6 April 2011, affecting the way that employers can deal with the retirement of older workers.