The Employment Equality (Age) Regulations came into force in 2006 making it unlawful for employers to discriminate on the basis of age in regards to most employment matters including :-

• recruitment and selection
• determining pay
• training and development
• selection for promotion
• discipline and grievances
• countering bullying and harassment

Strict Time Limits

Specialist employment solicitors deal with age discrimination compensation claims before the Employment Tribunal using the no win no fee scheme. You do not have to fund or finance your claim upfront and you only pay legal charges based on an agreed percentage of the final award if you win and receive compensation. If you lose the case you pay nothing. Age discrimination compensation claims are completely risk free. If you would like free advice without further obligation from an unfair dismissal compensation claim solicitor, on age discrimination compensation claims just use the helpline or email our offices. If you chose to instruct a employment law solicitor to represent you an attempt will be made to agree settlement with your employer's representatives failing which an urgent application for compensation will be made to the Employment Tribunal to determine the issues. Please bear in mind that there are strict time limits applicable to an Employment Tribunal application which must be submitted within three months of the last unlawful incident subject to the discretion of the chairman. Time is of the essence and you need to take advice from an age discrimination compensation claim solicitor without delay or the opportunity to claim compensation may be lost forever.

Unlawful Actions

The Employment Equality (Age) Regulations apply to employees in both the public and private sectors and provide protection to both young and old. There are provisions for recruitment, training, transfers, promotions, redundancy and termination. The legislation covers both direct and indirect age discrimination making it unlawful for an employer to favour any particular age group. The previous statutory retirement age no longer applies and employers cannot force retirement unless it is 'objectively appropriate and necessary'. It is unlawful for an employer to take any of the following actions based on age :-

• refuse to employ you
• give you less favourable terms and conditions
• refuse a promotion
• refuse further training
• terminate your employment
• force you to retire without an objective justification if you want to continue working

Lawful Positive Discrimination

There are still some situations that are exempt from the age discrimination legislation including :-

• calculation of redundancy payment based on age related factors is unchanged and permissible
• length of service benefits remain as before and do not become unlawful under the new legislation
• loyalty and experience reward schemes are unchanged and are seen as beneficial for both employers and employees
• state pensions are still paid based on the old rules and the age discrimination legislation does not make any effect
• employers can apply different safety rules that depend on age provided that there is objective justification

Employment Solicitors

Age discrimination compensation claims are a relatively new weapon in the employment solicitor's armoury and the relevant law is dynamic with new rules, regulations and case law altering and amending the previous position on an almost weekly basis. Employment solicitors are specialists who only deal with cases that may eventually be referred to an Employment Tribunal or to the Employment Appeal Tribunal. Damages awarded in an age discrimination compensation claim are unlimited and it is therefore incumbent on employers to ensure that they apply these complicated rules and regulations correctly. If you believe that you have been the victim of age discrimination please do not hesitate to make contact for further information. A specialist employment solicitor will take a detailed look at your situation and the circumstances of any potential discrimination before giving you advice on liability and the value of any potential award. There is no charge for this service with is given without further obligation. If you do decide to instruct a specialist employment solicitor to act on your behalf, that lawyer will zealously represent your interests and will ensure that you receive maximum compensation for any wrong that you have suffered.