Editor's message: Since the abolition of the default retirement age, most employees are free to retire when they choose. Where a compulsory retirement age is necessary, you must be able to demonstrate that your organisation’s retirement age is a proportionate means of achieving a legitimate aim.
With an ageing workforce in the UK, employers may be faced with more employees continuing to work for financial reasons. However, you need to balance valuing experience and maintaining productivity against employees becoming a financial burden and blocking opportunities for younger staff.
Some employers assist the transition to retirement by offering flexible hours and increasing wellbeing benefits. However, you should avoid making stereotypical assumptions about older workers’ abilities, performance or future intention to reduce their hours.
Zuraida Curtis, employment law editor
HR and legal information and guidance relating to retirement.
The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.
View our privacy policy, cookie policy and supported browsers.
