Right now there are almost 20 million people over the age of 50 living in the United Kingdom. That amounts to nearly one third of the population. The over 50 age bracket is a population segment that's continuing to grow. Advancements in the medical sciences are helping people live longer, healthier lives than ever before. Yet, it's a segment of our population that's still facing serious challenges, chief among them being lack of employment opportunities. Those over the age of 40 often find it difficult to obtain employment because of prejudices based on age. This age discrimination legislation was prompted by the need to protect their rights from this growing trend. However, people of all ages can be, and sometimes are, the victims of age discrimination.

The regulations set forth under age discrimination laws apply to all employees equally. There are no minimum or maximum age requirements to meet. Both direct and indirect age discrimination is illegal. The only exception made is for an employer who is able to provide evidence of objective, justifiable grounds for the prejudice. Offending employers are now held financially accountable to the workers they've discriminated against. An employer found to be in violation of age discrimination regulations is liable for unlimited financial penalties to be paid to the offended worker.

Disputes related to age discrimination arise for a variety of reasons. These are just a few of the issues surrounding employment law as it relates to age:

• The age of retirement is now resolved. The upper age limit for unfair dismissal and redundancy rights is removed. Employees can request that they be allowed to work after the age of compulsory retirement (65) and the employer must consider that request. There must be at least 6 months notice given of an employees retirement date.
• Employers are no longer able to recruit candidates on the basis of their age. The applicant's qualifications for the job are to be the sole basis for recruitment.
• The employee's pay and benefits can remain tied to length of employment and/or experience, provided neither is linked to age.
• Under the current statutes, the redundancy payments awarded to an offended worker are calculated according to that worker's age. The current proposal is that the payments amount to one week's salary per year of service, which will be capped by a statutory limit.
• Younger workers may find protection from age discrimination through the proposed outlawing of the "last in, first out" redundancy selection criteria. This law would recognize that age discrimination affects a wide range of people, both young and old, from all walks of life.

Our solicitors specialise in the area of employment law. They have extensive experience handling claims related to industrial disputes. To keep our services accessible to the public, we utilize the no win no fee payment scheme. Your solicitor does not get paid if you do not win your case and obtain compensation. You will work with a professional solicitor who specialises in seeking compensation for workers with a variety of employment law claims, not just age discrimination.

When it comes to matters of employment law, you should work with solicitors that are experienced and knowledgeable. Our solicitors have the background that's necessary to fully pursue your claims. We provide representation to citizens located anywhere in the UK. For a free confidential consultation from one of our friendly and helpful solicitors, simply fill out the contact form. You can also phone us 24 hours a day, 7 days a week on our helpline. There's no obligation, and the advice is free.