Managing the end of the DRA

Topic Index
Overview
Choices for employers after 6 April 2011
Dealing with employees already over 65
Impact on share plans
Continuing with an enforced retirement age
Points for HR managers to consider

Overview


  • This Checklist for HR managers has been prepared TAEN – The Age and Employment Network, a registered charity and think tank around age and employment issues.
  • The material on the impact of the DRA’s abolition on share plans was contributed by the Employee Incentives Group at Addleshaw Goddard LLP.
  • The Employment Equality (Age) Regulations 2006 (now contained in the Equality Act 2010) were introduced to outlaw age discrimination in employment and vocational training.
  • However the law did allow employers to continue to discriminate in certain limited respects. It introduced a default retirement age (DRA) of 65. This allowed employers to retire staff who had reached the normal retirement age for their organisation, providing this was no less than 65 (unless an employer could objectively justify a retirement age below 65).
  • Mandatory retirement at 65 is now unlawful following the abolition of the DRA.
  • This Checklist provides clear and authoritative guidance on this complex issue and covers the following topics: what choices employers have now; dealing with employees already over 65; continuing with an enforced retirement age; and the impact that abolition of the DRA has on share plans. It concludes with a useful set of Q&As for HR managers.
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