There are over 700,000 people over the age of 50 living in the metropolitan area of Liverpool. That amounts to nearly one third of the Liverpool 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. The age discrimination legislation was prompted by the need to protect their rights from this growing trend. People of all ages can be, and sometimes are, victims who require assistance from an age discrimination solicitor.

Financial Compensation

The age discrimination legislation applies 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 ostensible prejudice. Offending employers are now held financially accountable to the workers they've discriminated against. A Liverpool employer found to be in violation by an age discrimination solicitor before the Liverpool Employment Tribunal is liable for unlimited financial penalties to be paid to the offended worker.

Age Discrimination Issues

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.

Solicitors Legal Advice

Our age discrimination solicitors specialise in industrial disputes before the Employment Tribunal in Liverpool. We have extensive experience handling claims related to industrial disputes using the no win no fee scheme which means that your solicitor does not get paid if you do not win your case and obtain compensation. For a confidential consultation at no cost and with no further obligation with a qualified solicitor, simply send the contact form, email our offices or use the helpline.


HELPLINE 0345 515 0362