A former Council employee is successful in possibly the highest value age discrimination claim to date
The AG has given an opinion on a German law restricting applications to the fire service to those under 30.
A former Chief Executive of an NHS Trust was not discriminated against.
ET finds that comments made to a 52 year old Sainbury’s manager that implied she was ‘past it’ was direct age discrimination and awards compensation of £124,182.
The EAT found that a manager's dismissal of an employee, based on a belief that the employee held ageist views, did not justify an inference that the employee had been dismissed by reason of his age.
A Scottish ET has considered the level of compensation to be awarded when an employer does not give notice of intended retirement to an employee within the required timescales.
This is a decision of the Scottish Division of the EAT concerning the construction of Regulation 24 of the Employment Equality (Age) Regulations 2006.
A Scottish employment tribunal has held that an employer did not disadvantage more mature employees by including developmental needs in its selection criteria.
The ECJ rule that an Austrian law which mandated lower pay for younger civil servants was not proportionate and therefore not justified under the Framework Directive.
An appeal against the decision that use of length of service as a criterion in redundancy selection is lawful was dismissed.
This case was originally heard by an ET. An appeal against the ET's decision was heard by the EAT in July 2008.
ECJ confirms that mandatory retirement is not unlawful.
Upper age limit of 35 for recruitment of air traffic controllers held unlawful.
An age discrimination claim against BP was unsuccessful; Tribunal rules that BP does not have an "ageist" culture.
The EAT rejects a law firm's claim that it is legitimate to retire partners at 65 as their performance declines at about that age.
A legal adviser, aged 61, ineligible for promotion unless he obtained a law degree was not discriminated against on the grounds of his age.
Despite seeking a “dynamic young accountant”, SPG was found not to have discriminated on the grounds of age in their recruitment.
Lawful use of length of service in redundancy selection criteria.
An ET rules that an enhanced redundancy scheme which gave greater credit for service over 40 was unlawful.
An employee of a UK subsidiary may only claim age discrimination under a share plan operated by an overseas parent if the overseas parent has aided and abetted an act of unlawful age discrimination by the UK subsidiary.