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ARTICLE · 25 MAY 2005

Age Discrimination - Preparing for the Change

Mishcon de Reya LLP
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As you may be aware, new age discrimination laws are coming into force in October 2006. Draft regulations have not yet been published, but it is believed that the new legislation will have wide ranging consequences for employment practices and is likely to force a change in the culture of many workplaces.

United KingdomEmployment and HR
James Libson
James Libson

As you may be aware, new age discrimination laws are coming into force in October 2006. Draft regulations have not yet been published, but it is believed that the new legislation will have wide ranging consequences for employment practices and is likely to force a change in the culture of many workplaces. Employers are advised to start looking at their policies at an early stage to ensure that they will not fall foul of the law when it comes into force. This article looks at the areas most likely to be affected by the new legislation and outlines suggestions for employers on how to avoid the pitfalls.

The proposals in summary

It is proposed that the legislation outlawing age discrimination in employment (which will include young as well as old age) will be consistent with other discrimination legislation. For example, the position on indirect discrimination, harassment and victimisation will mirror that contained in laws prohibiting discrimination on the grounds of sexual

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