Age Equality

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Activist Resources

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.

A TUC report published today (Monday) reveals that young people’s falling long-term economic prospects are not down to older people in society hoarding all the wealth, and will not be improved by cutting pensioner benefits to fund more public spending on young people.
24 August 2015
Commenting on figures published today (Tuesday) from the Department for Business Innovation and Skills, which shows that graduates are typically earning more than £1,000 less now than five years ago, TUC General Secretary Frances O’Grady said: “While university leavers are still better paid and more likely to have a job...
09 June 2015
In this issue: Equality Conferences; Discrimination Law Conference; Equality Officers Briefings; Women’s Conference deadlines; Black Workers’ Conference deadlines; Disabled Workers Conference; LGBT Conference; Trade Union Women’s Reception; UN Day for the Elimination of Violence Against Women Event; UK Disability History Month
14 November 2014
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
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
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