Age Equality

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A guide for workplace representatives There is a higher proportion

Surveys show that the most commonly cited form of employment discrimination is age bias, and that it can affect workers of all ages. Age discrimination in the workplace has been unlawful since 2006 and from 6 April 2011 the Default Retirement Age which allowed employers to forcibly retire workers from age 65 will be phased out.

Trade unions and the TUC have campaigned against age discrimination and for effective legislation to tackle it. Many unions have negotiated with employers to eliminate age bias and to provide better opportunities for young workers. In recent years, measures have been adopted in unionised workplaces to help extend working lives such as removing fixed retirement age policies and adopting flexible retirement options. However, current pension ages and benefits must also be protected for workers to have genuine choice and flexibility about how and when they retire.

Age Immaterial blog
 

Age Immaterial blogAge Immaterial is a new blog that will provide a platform to highlight and discuss issues affecting working women over 50. We will gather the best campaigners, writers and women of experience to write about key issues facing women over 50 in the work place focusing on five key areas: pay, jobs, discrimination, caring and health. Visit blog


Ageing workplaces present major challenges to the trade union movement in terms of organising, representation and bargaining. Trade unions’ approach to work and retirement has rested on four pillars: that it represents release from financial dependency on work; is a reward for a lifetime of work; frees up jobs for...
21 August 2014
Pensioners in the South West are being taught how to use social media to get on the campaign trail....
23 May 2014
A guide for workplace representatives There is a higher proportion of older people in Britain now than at any time in recent history and it is likely to increase. At present one in every six people is over the age of 65, but by 2033 that is expected to rise...
31 March 2014
This report sets out the findings of the Age Immaterial project, which through labour market analysis, an online survey and specially commissioned polling gathered vital information about the challenges facing older women at work. It provides a set of policy recommendations on areas such as discrimination; the pay gap; caring...
03 March 2014
A rigid workplace culture is making it difficult for older women to balance their careers with caring responsibilities, leading to decades of low pay at the end of their working lives and poverty in retirement, a TUC report warns today (Thursday).
27 February 2014
With two in five women over the age of 50 also the mothers of school-age children, the TUC is today (Wednesday) urging employers to be more sympathetic to requests for flexible working and annual leave from older members of staff – especially during the school holidays.
30 October 2013
The Public Sector Equality Duty (PSED) plays a vital role in underpinning union work to tackle discrimination and harassment at work as evidenced by the TUC's response to a government review of the duty.
19 April 2013
This guide supports Acas guidance on managing without a retirement age and reflects the business case for extending working life and employing people of all ages. It gives guidance on good age management practices to support and sustain business success.
18 May 2011
The Equality Bill was published on 27 April 2009. A number of (mainly positive) amendments were made to the Equality Bill during its passage through Parliament. Some of the more controversial clauses (positive action, gender pay reporting and the socio-economic duty) had been at risk of being sacrificed in the...
13 July 2010
Responding to the judgement announced today (Thursday) by the European Court of Justice (ECJ) on Heyday's legal challenge to employers' right to use mandatory retirement ages, TUC General Secretary Brendan Barber said:
05 March 2009

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