As specialist age discrimination solicitors, we can assist you in bringing a claim for age discrimination.
Age Discrimination Solicitors: The Legislation
Under The Employment Equality (Age) Regulations 2006 and The Equality Act (EA) 2010, the following regulations now apply:-
- Age discrimination is illegal in all areas of employment (e.g. recruitment, selection, training, promotion, etc).
- Direct and indirect age discrimination, victimisation, and harassment are illegal in the employment sphere. Direct age discrimination is where an employee is treated less favourably due to their age when compared with other employees in similar circumstances (e.g. denying an employee a promotion due to their age). Direct discrimination includes associative discrimination (where an employee is treated less favourably because they are associated with another person who possesses the protected age characteristic) and discrimination by perception (where an employee is treated less favourably because others perceive them to possess the protected age characteristic even if they don't). Indirect age discrimination is a provision, criterion or practice applied equally to all which is seemingly age neutral, but which places employees in a certain age group at a disadvantage when compared with others, places an individual employee in that age group at a disadvantage, and which the employer cannot justify as a proportionate way of fulfilling a legitimate objective (e.g. disproportionately excessive fitness tests which favour younger workers). Victimisation of those who assert their rights under the regulations is also outlawed as is harassment. Harassment is conduct which violates the victims dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them. An employee can also bring a claim of harassment even where it is not directed at them personally, so long as they can show that the harassment created an offensive environment for them to work in.
- Age limits for unfair dismissal (upper limit: 65) and redundancy (lower limit: 18, upper limit: 65) have been removed.
- Generally, an employee can retire at a time of their choosing. An employer can only operate a compulsory retirement age if they can objectively justify it.
- The age limits for Statutory Sick Pay, Maternity Pay and Paternity Pay were removed. Under the regulations, all job adverts have to be age neutral without any reference to age or years of experience. Essentially, the focus of the advert has to be firmly upon the calibre and quality of the candidate. Moreover, training must be open to employees of all ages with senior employees being afforded the opportunity to train and develop with more junior personnel, and age should not be raised as an issue when an employee is appraised or evaluated
Age Discrimination Solicitors: Bringing A Claim
A tribunal claim must be made within three months of the discriminatory act (or last discriminatory act) complained of. Unlike in unfair dismissal claims, employees do not have to have had at least 2 years continuous service with the employer to be entitled to bring the claim. Should the employees claim be successful, the tribunal can make recommendations and award compensation. Should the employer fail to comply with recommendations made by the tribunal for action to reduce discrimination without reasonable justification, the tribunal can award additional compensation on top of what it may have already awarded. Furthermore, for claims brought from October 2010 onwards, Tribunals can now demand that employers implement changes to prevent further discrimination taking place. Compensation awards in discrimination cases are unlimited and unlike in unfair dismissal cases, there is no such thing as a 'basic' or 'compensatory' award. Instead, the award normally comprises the following:-
- Injury to Feelings: Comprise separate awards for hurt feelings, aggravated damages, and injury to health. The criteria for assessing compensation for hurt feelings were set out by the Court of Appeal in the case of Vento v Chief Constable of West Yorkshire (No.2) (2003), as subsequently amended, the most recent amendments being made by presidential guidance in September 2017 following the Court of Appeal decision in De Souza v Vinci Construction (UK) Ltd (2017). As a result of this, there is a top band of £42,000.00+ for exceptionally serious cases (£33,000.00+ for cases presented before the 11th September 2017), an upper band of £25,200.00 - £42,000.00 for serious cases (£19,800.00 - £33,000.00 for cases presented before the 11th September 2017), a middle band of between £8,400.00 - £25,200.00 (£6,600.00 - £19,800.00 for cases presented before the 11th September 2017), and a lower band of between £800.00 - £8,400.00 for less serious and one-off cases (£660.00 - £6,600.00 for cases presented before the 11th September 2017). The Court in Vento stated that awards for less than the lower band should be avoided. An injury to health claim can be pursued, but should there be a separate award for it, the tribunal has to ensure that there is no element of duplication. Finally, aggravated damages can also be awarded, although awards for this element do not usually exceed £5,000.00 and are only awarded should the employers conduct have been especially cruel and malicious.
- Loss of Earnings: Normally makes up the bulk of the claim and includes both actual and future loss of earnings. Future loss can be extensive where psychiatric injury has been sustained as a result of the discrimination and makes it difficult for the employee to obtain new and appropriate employment.
- Injury to Health (Personal Injury): Is most commonly for psychiatric injury. Nevertheless, where a claim for personal injury is included, the employee loses the right to bring a claim in the civil courts for it.
- Ancillary Losses: These can be for items such as the cost of looking for alternative employment and pension loss.
- Interest: Interest on the compensation award can be claimed
Age Discrimination Solicitors: What To Do If You Have A Claim
Should you require advice on age discrimination, then please do not hesitate to contact one of our specialist age discrimination solicitors. We can be contacted either by telephoning us on 0333 3010 700, or by completing the questionnaire on the right hand side of this page.
As specialist age discrimination solicitors, you can rely upon us to provide you with quality advice from leading age discrimination solicitors within the profession.
Please note that our specialist age discrimination solicitors offer a free initial consultation.
Should you have been offered a Settlement Agreement (which used to be known as Compromise Agreements) which you require independent advice on, then please call one of our employment law solicitors immediately on 0333 3010 700, or complete the questionnaire on the right hand side of this page. We will then arrange an appointment with you to go through the Settlement Agreement.
How To Contact Us
To contact the Employment Law Solicitors about an employment law problem, please either telephone us on 0333 3010 700 or complete the short questionnaire above. Simply click the 'Send Now' button to submit the questionnaire once you have completed it. Upon receipt, it will be assessed by a solicitor who will then contact you to discuss the matter. The solicitor appointed to contact you, will be a specialist in your type of employment law issue. The Employment Law Solicitors handle cases on behalf of clients throughout the country. Headquartered in Wilmslow (Cheshire), we also have offices in Manchester, Liverpool, Warrington (Cheshire), Chester (Cheshire), Birmingham, Leeds, Sheffield, Exeter, London, Nottingham, Bristol, Nantwich (Cheshire), Stoke-on-Trent, Preston, Knutsford (Cheshire), Alderley Edge (Cheshire), Gloucester, Cheltenham, Shrewsbury, Worcester, Halifax, Cannock, Cardiff, Coventry, Cheadle (Cheshire), Didsbury, Wythenshawe, and Leicester.
This initial consultation is completely free of charge.