The Court of Appeal rules that a partnership of solicitors can force partners to retire at 65.
The EAT upheld an ET's decision that a 42-year-old banker had suffered unlawful age discrimination because of a bank's use of the word "younger".
In this ET decision, Mrs Duggan came up with a creative argument to get around the default retirement age.
An ET case dealing with performance and management.
Applying a cap to payments under a redundancy scheme to ensure that employees close to pension age do not receive a windfall can be justified as a proportionate means of achieving a legitimate aim.
An ET holds that the duty to consider procedure in the Age Regulations requires an employer to genuinely consider an employee's request to work beyond retirement.
The Court of Appeal has upheld an earlier decision of the EAT that a requirement for a candidate for a job to have a degree was not age discriminatory
The ET rules that a retirement age of 48 for match officials is direct age discrimination.
This case deals with using "age" as a selection criteria in recruitment. The decision itself is well worth a read and contains useful lessons for any employer.
This ET decision deals with the issue of "windfall" payments to employees.
A German law restricting the minimum periods of notice for those aged under 25 was found to be discriminatory and unjustified.
The ECJ has given its judgment on a German law setting a maximum age limit of 68 for dentists to be accredited to work in the German national health service.
The ECJ has given their judgement on a German law restricting applications to the fire service to those under 30.
In this case, the British Gurkha Welfare Society (“BGWS”) sought to challenge the pension arrangements put in place for Gurkhas following a government review in December 2006.
A 42 year old banker was discriminated on the grounds of his age after his employer fired him and sought to replace him with someone with a "younger, entrepreneurial" style.
A litigant bringing frivolous age discrimination claims has her appeal dismissed and costs awarded against her.
The Advocate General has given an opinion that a German law setting down minimum periods of notice, but which excludes all time worked before the age of 25, is incompatible with EU law.
Barking and Dagenham Council loses appeal after 15 employees bring age discrimination claim.
A change from one policy to another policy cannot in itself be a provision, criterion or practice for the purposes of the Age Regulations.
The High Court has given judgment on R (on the application of Age UK) v Secretary of State for Business, Innovation and Skills [2009] EWHC 2336 (Admin) – known as the “Heyday” case.