Although a belief that insurance cover prevented a 67 year old from driving was erroneous (the policy actually prevented 70+ year olds from driving) it was not age discrimination to stop him from driving. A justification defence succeeded.
A doctor left a pension scheme to avoid tax penalties. Years later, his employer set up a scheme to compensate those affected. It wasn't indirect age discrimination to limit the retrospective effect of the scheme.
An 88 year old woman who was sacked has become the oldest person to win an age discrimination claim.
Firing a 60 year old woman because she would not be a “good fit” in a “younger team” was direct age discrimination.
Instances of alleged age discrimination were not part of a continuing act because they involved treatment by different people and long periods of time had passed between each incident.
It was not indirect age discrimination to use an internal Talent Pool when deciding who to recruit. Even if it were age discrimination, it would have been justified.
There was no age discrimination after a 58-year-old was rejected following a group exercise at an assessment day.
An Employment Tribunal dismissed an age discrimination claim which argued that a Council worker had been sacked because of a stereotypical assumption about the behaviour of older men.
There was no direct, or indirect, age discrimination after two part-time partial retirees had their posts deleted.
An Employment Tribunal has found that there was no age discrimination in a case in which it was alleged a worker was referred to as “young, pretty and single”
Bullying behaviour towards an older trainee at the DWP was direct discrimination and harassment on the grounds of age.
Two cases have been judged in tandem by the Court of Appeal due to the similarity in issues regarding age discrimination and new pension schemes.
An Employment Tribunal has found that an applicant for a park attendant role was directly discriminated against because of their age. It is a reminder of the benefit of prepared and scripted interviews, and the dangers of unscripted ones.
A taxi driver/controller won his claim for direct age discrimination after being told, three years before his retirement date, that he had become “part of the furniture” but was “too old to work here”.
In this case, the Court of Appeal ruled that a good leaver provision in an LTIP could be objectively justified on the basis that the employer wished to achieve intergenerational fairness and consistency, reward experience and loyalty, and ensure a mix of generations of staff.
An Employment Tribunal has rejected the claim of a former employee against Virgin Active, who argued that she was both forced to resign and subjected to harassment because of her age.
The Employment Appeal Tribunal has dismissed an appeal by the Government against a decision that transitional provisions in a judicial pension scheme were unlawfully discriminatory.
An Employment Appeal Tribunal has upheld the appeal of firefighters who disagreed with an Employment Tribunal decision that found a new pension scheme was not age discriminatory.
A Tribunal accepted that comments made by a General Manager that “old workers like old football players need to leave so that it could bring in new blood otherwise the team would not be efficient” were age discrimination.
Age-related harassment cases are rare. In this case, an Employment Tribunal has held that giving someone extra work and setting them objectives did not amount to less favourable treatment because of age, nor was it harassment.