In R (on the application of Age UK) v Secretary of State for Business, Innovation and Skills  EWHC 2336 HC, the High Court confirmed that the compulsory retirement of employees at or above the age of 65 by reference to the prescribed procedure in the age discrimination Regulations is lawful. However, the Court could not "see how 65 could remain" as the default retirement age, following the Government's review in 2010.
The High Court has held that the default retirement age of 65 is lawful, but said that it could not see how it could continue after the Government's review in 2010.
In Lloyd-Briden v Worthing College EAT/0065/07, the Employment Appeal Tribunal has held that, for claims based on events that took place before age discrimination legislation came into force on 1 October 2006, employment tribunals do not have to disregard the bar on persons over 65 claiming unfair dismissal.
HR and legal information and guidance relating to age discrimination (exceptions, eg national security).