In this age discrimination case, the employment tribunal found that staff in a school conspired to force out a highly paid older teacher as a way of cutting costs.
In this age discrimination case, the police successfully defended a claim by a police officer who left after being chosen for redeployment, but not before the employment tribunal described its cost-cutting exercise as "shambolic" and "to some degree incompetent".
The Employment Appeal Tribunal has held that a voluntary redundancy scheme that provided different severance payments for two different age groups of employees was not age discriminatory because the differential treatment was justified.
The employment tribunal held that the employer discriminated against the claimant on the ground of age by making him redundant because he was close to retirement. The tribunal drew an inference of age bias against the claimant from workplace banter related to age, including colleagues nicknaming him "Yoda".
In this unusual case, a job applicant who passed three interview stages, but had her conditional offer of employment withdrawn over poor psychometric testing results, unsuccessfully claimed age discrimination.
In Seldon v Clarkson Wright & Jakes  IRLR 590 SC, the Supreme Court held that direct age discrimination must be justified by aims that are consistent with the public interest factors referred to in art.6(1) of the Equal Treatment Framework Directive.
In Woodcock v Cumbria Primary Care Trust  IRLR 491 CA, the Court of Appeal held that the employer was justified in issuing a redundancy dismissal notice to an employee prior to formal consultation so as to avoid his remaining in its employment until his 50th birthday.
The European Court of Justice has held that a clause in a collective agreement excluding professional experience acquired with another company in the same group when grading pay is not discriminatory on the ground of age.
Sinead Jones is an associate, and Phil Dupres and Beckie Howlett are trainee solicitors at Addleshaw Goddard. They round up the latest rulings.
The Supreme Court has provided guidance on the components needed to justify a compulsory retirement age, stressing that the chosen retirement age has to be appropriate and necessary in that particular business. It went on to say that, once a retirement age is justified for a workplace or group of workers, the employer does not have to justify every retirement on an individual basis.
HR and legal information and guidance relating to direct age discrimination.