Discrimination on the basis of age is unlawful under the Equality Act 2010 (“the Act”). Therefore no employee or worker (including those who are deemed to be self-employed) should be discriminated against because of their age.

If you have been refused employment, offered employment on less favourable terms, denied promotion, training or other benefits, subjected to a detriment, dismissed or subjected to unwanted conduct and you believe this is because of your age; you may have a claim for age discrimination. 

Types of age discrimination

  1. Direct discrimination: This is where someone is treated less favourably and that less favourable treatment is because of their age, for example where an employer refuses to hire an employee on the basis that they believe them to be too old and that they would not fit in with the `youthful culture’ of the company.

  2. Indirect discrimination: This is where an employer imposes a provision, criterion or practice (usually a policy) applicable to everyone but which causes a disadvantage to one age group over another, and there is no objective justification for it.

    An example of this would be an employer having a policy in place where they do not hire anyone over the age of 50. Unless this policy was justified on health grounds it would amount to being indirect discrimination on the grounds of age. 

  3. Harassment, in general terms this is unwanted conduct which has the purpose or effect of violating your dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

    This can be bullying which is violent or obvious as well as teasing, nicknames, jokes, or other behaviour which is not done with malicious intent but which is upsetting.

    Note: Behaviours out of work such as the Christmas party or away days can give rise to claims against an employer (vicarious liability) or personally against the perpetrator(s). 
  4. Victimisation, this is where a person receives less favourable treatment compared to others because they have either brought (or given evidence in) an Employment Tribunal, or raised a grievance alleging discrimination protected under the Act. 

  5. The Act also provides for ‘vicarious liability’ provisions, making an employer responsible for the acts of their employees. 

What remedies are available for a claim? 

If an employee or worker succeeds in a claim for age discrimination, the Employment Tribunal has the power to order the payment of compensation. The award would normally comprise of two elements: injury to feelings and loss of earnings. 

Further the Employment Tribunal has the jurisdiction to award damages for personal injury and make recommendations that an employer takes specific action, within a specified period.  

What length of service do I need to bring a claim? 

An employee does not require any length of service to bring a claim for age discrimination. 

Are there any relevant time limits? 

The time limit for bringing a claim for age discrimination in the Employment Tribunal is three months less one day from the date of the most recent act of discrimination. 

Extensions of this time limit are only available in exceptional circumstances.

How can we help? 

We are experts in dealing with discrimination claims. If you feel you have been discriminated against in the workplace because of your age, please contact a member of the team on 0113 350 4030 or complete the enquiry form for a 30 minute free telephone consultation. 

We will explore all avenues of funding. 

LATEST LEGAL UPDATES:

  • 3 Things We Learnt In Law This Week (18 April 2019)

    Tags: Employment Law, Employment Tribunal, Unlawful Deductions, Overtime

    Holland & Barrett Employee Wins Overtime Case

    A tribunal has ruled that Holland & Barrett made unlawful deductions from the pay of an employee who was required to carry out tasks beyond his contracted hours.

    Mr Fitz was employed as a supervisor and was required to cover for the store manager if they were absent. This required opening the store in the morning and closing the store in the evening, among other tasks that needed to be completed during opening hours.

    Closing the store involved four stages: closing the tills on the shop floor; reconciling the tills in the back office; closing the register and locking up the store, all of which Holland & Barrett told the tribunal took a few minutes. However, Fitz claimed that he also had to undertake other additional tasks at the … more

    

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