Avoiding Age Discrimination When It Comes To Redundancies & Retirement

Avoiding age discrimination during redundancies and retirement is essential to ensure fairness and equality in the workplace. It is crucial to treat all employees, regardless of age, with respect and ensure that decisions related to redundancies and retirement are based on objective criteria and not influenced by age-related biases. Here are some strategies your games business can use to ensure the law is followed…

retirement & redundancies
  1. Focus on skills and performance: When considering redundancies or retirements, focus on employees’ skills, performance, and the specific needs of the organisation. Avoid making decisions based solely on age. Assess employees based on their ability to meet job requirements and contribute to the company’s success.
  2. Offer voluntary redundancy schemes: Provide voluntary redundancy schemes that are available to all employees, regardless of age. This allows individuals who are willing to leave the organisation to do so voluntarily, without age-related biases influencing the decision. Ensure that these schemes are communicated clearly and openly to all employees.
  3. Review and update retirement policies: Regularly review retirement policies to ensure they comply with applicable laws and regulations. Consider removing or revising any mandatory retirement ages and provide options for employees to continue working beyond traditional retirement ages if they wish to do so. Encourage open discussions with employees about their retirement plans and provide support for transitioning to retirement.
  4. Provide support for job transitions: Offer career transition support for employees who may be impacted by redundancies. Provide training, guidance, and resources to help employees find new job opportunities, develop new skills, or explore alternative career paths. Ensure that these resources are available to employees of all ages and that they address their specific needs.
  5. Ensure fair selection criteria: If redundancies are necessary, establish clear and fair selection criteria that are applied consistently across all age groups. Base selection decisions on objective factors such as skills, performance, and qualifications. Avoid using age as a determining factor in the selection process.
  6. Provide access to re-employment opportunities: Consider offering re-employment opportunities for individuals who have been made redundant, regardless of age. This could include providing access to job placement services, networking events, or partnerships with external organisations to facilitate their re-entry into the workforce.
  7. Train managers on age-related bias: Provide training to managers and decision-makers involved in the redundancy or retirement processes to raise awareness of age-related bias and the importance of fair and equitable treatment of all employees. Educate them on the legal obligations and consequences of age discrimination and provide guidance on making unbiased decisions.
  8. Seek legal advice and guidance: Consult with legal professionals experienced in employment law to ensure your company’s practices comply with all relevant regulations and legislation. They can provide guidance on fair redundancy processes, retirement policies, and any potential age-related issues that may arise.

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