The EFA currently campaigns the Government on a number of issues on behalf of its members. Please find the latest news on our political campaigning work below.
You're Fired!
Imagine a world where Winston Churchill and Nelson Mandela had been forced to retire at 65.
Winston Churchill announced the end of World War Two at 70. Nelson Mandela was the country's first black President at 77. MPs who are 65 and over will this week receive notice of their retirement date as The Employers Forum on Age continues to highlight how outdated the UK's retirement rules are. There are 78 MPs and 510 peers over the age of 65 who, under current rules, could be excluded from Parliament - depriving both Houses of decades of experience, knowledge and wisdom. As part of an ongoing campaign to urge employers and politicians to take a different approach to retirement, the EFA has sent spoof retirement letters to all MPs who are approaching or over 65 years of age to notify them that they will need to retire in nine months time. The format replicates the standard notice of retirement letter that thousands of workers in the UK receive when they reach 65 - regardless of whether they wish to retire or not.
Download the retirement letter (PDF format 2MB) and the campaign leaflet (PDF format 2.6MB)
Understanding Generation Y
“I want it all and I want it now!”
This sentiment typifies the challenging new attitude Generation Y (those born in the eighties and nineties) are bringing to the workplace.
Our recent research found that Generation Y’ers have a greater degree of self-belief, determination and desire for change than their predecessors. They represent 22% of the workforce, yet nearly half of all graduates leave jobs within two years with the resulting recruitment, retention and management implications.
Here we set out our research findings and bring together the evidence on this issue. The advice contained here, from embracing new technology to developing relevant reward packages, will help you develop new ways of working which avoid inter-generational conflict and harness the new dynamism and skills.
Download the Understanding Generation Y PDF (2MB)
A New Age is Born
Ageism can affect anyone at any age. Ageism can stop you getting work, medical care, training, pay, insurance ...
When you’re treated differently because of your age, it hurts as much as sexism or racism. The problem is people just don’t think there’s anything wrong with being ageist.
What do you think?
Visit A New Age is Born website to find out more.
Political Activity
In the first couple of months of 2007 EFA increased the pressure on MPs and the Government to iron out some of the last remaining difficulties within the age regulations and ensure that age issues remain high on the political agenda.
Parliamentary Lobbying
Following the success of the Early Day Motion (EDM) last autumn, it has been re-tabled at the beginning of January and now over 100 MPs have signed it. An Early Day Motion is a motion put down ("tabled") by Members of Parliament calling for a debate on a particular subject. In practice, there is rarely time to debate EDMs nowadays and their true modern-day purpose is to enable MPs to draw attention to an issue and to canvass support for their views by inviting other Members to add their signatures in support of the motion.
The EFA's EDM is has been tabled by Julie Morgan MP Anne Begg MP and Roger Berry MP and says:
That this House believes that ability should be valued regardless of age; welcomes the introduction of the Age Discrimination Regulations to ban age discrimination in employment; considers that over half of all employees are unaware that age discrimination at work has become illegal; further believes that more needs to be done to educate employees on the impact of the change; notes that currently the regulations do not prevent age discrimination in minimum wage payments, redundancy payments or the funding of modern apprenticeships; and calls on the Government to work to raise consumer awareness and to consider rectifying these inconsistencies.
We are continuing a programme of meeting members of both Houses of Parliament and will keep members informed of any developments.
Single Equality Act
We are currently waiting for publication of the Government's Green/White paper with proposals for a Single Equality Act. This will consider extending age legislation to goods & services and public sector duties. It may also propose changes to the age regulations. The EFA will respond to this consultation and in addition plans a civil service summit during which we will consider the implications with representatives from a number of departments (DfES, DWP, DCLG and DTI) enabling members to speak directly with the appropriate departments.
EDM - Default retirement Age EDM
That this House notes that thousands of willing and able individuals are removed from their jobs each year, purely on the basis of age; proposes that employees should have the freedom and dignity to decide when they want to retire, believes that if people such as Winston Churchill, Nelson Mandela and Mother Theresa had been forced to retire at 65 the world would have been a very different place; calls on the Government to commit to removing the default retirement age in 2011, rather than merely reviewing it
Single Equality Act
We are currently waiting for publication of the Government's Green/White paper with proposals for a Single Equality Act (likely by end of March 2007). This will consider extending age legislation to goods & services and public sector duties. It may also propose changes to the age regulations.
The EFA will respond to this consultation and in addition plans a civil service summit during which we will consider the implications with representatives from a number of departments (DfES, DWP, DCLG and DTI) enabling members to speak directly with the appropriate departments.
Minimum Wage
The Government retained the age bands within the National Minimum Wage, paying those under 22 less than those over 22. 18-21 year olds are paid a 'development rate' which can be applied irrespective of their irresponsibility. The EFA believes that this constitutes unjustified direct age discrimination and will be successfully challenged as it constitutes direct age discrimination. While the youth rate (16-17 year olds) might be objectively justified as there are statutory restrictions on the work they can undertake, this is not the case for the 18-22 age group. While there may be a need to retain a reduced rate for inexperienced workers, this should not be based on age.
The EFA calls on the Government to equalise all minimum wage standards for those over 18.
Redundancy
Age bands remain for redundancy payments in some schemes for those above 40. The Government opted to keep the age limits in Statutory Redundancy Payments Scheme (SRPS) and only allow those employers' enhanced schemes which mirror the SRPS to be lawful (Regulation 33). This makes many employers schemes potentially unlawful, including the Government's own redundancy scheme. Many enhanced redundancy schemes are contractual and employers are finding it difficult to amend them without lengthy negotiation with unions or employee representatives.
The EFA seeks an amendment of the regulations to ensure employers' enhanced redundancy schemes (including service only schemes) are lawful.
Apprenticeships
Despite the introduction of the age regulations, age limits on funding for apprenticeships remains. Those wishing to undertake an Apprenticeship over the age of 25 will have to partly fund themselves. The EFA believes that limiting access to training on the grounds of age is discrimination. The DfES does not believe that age regulations impact on funding regimes, despite the fact the regulations refer to 'access to vocational training'. Many would argue access is determined by the availability of funding.
We are seeking a review of age-based funding of training by Government.
Insured Benefits
We have been working with the ABI and GRID raising the issue of insured benefits and pushing for an exemption under the regulations. This exemption would protect benefit schemes and remove the challenge faced by employers wanting to retain people post 65.
The EFA recently conducted a survey of members to establish the impact of the age regulations on employee benefits. Feedback confirmed our concerns that employers were either (or planning to) drop benefits, not employ people over 65 or limit income protection to 5 years in order to cap risk. At the moment most are self insuring in the short term.
We have continued to lobby Government and met DTI officials in early February. Another meeting is scheduled for September when we will report on developments. This issue was recently raised in the FT and we are increasing the pressure on Ministers to make an early decision.
Retirement
Whatever the outcome of the Heyday challenge it is clear that the default retirement age cannot continue indefinitely. The EFA is working with a growing number of employers who are operating very successfully without a fixed retirement age and is encouraging other members to follow suit. The referral to the ECJ has major repercussions for public sector employers, who as an emanation of the state, could face retrospective claims for any forced retirement post October 2006.
The EFA believe that the Government should commit to removing the default retirement in 2011 and not simply to a review, which would provide clarity for employers and give them five years to prepare.
You're Fired!
Imagine a world where Winston Churchill and Nelson Mandela had been forced to retire at 65.
Winston Churchill announced the end of World War Two at 70. Nelson Mandela was the country's first black President at 77. MPs who are 65 and over will this week receive notice of their retirement date as The Employers Forum on Age continues to highlight how outdated the UK's retirement rules are. There are 78 MPs and 510 peers over the age of 65 who, under current rules, could be excluded from Parliament - depriving both Houses of decades of experience, knowledge and wisdom. As part of an ongoing campaign to urge employers and politicians to take a different approach to retirement, the EFA has sent spoof retirement letters to all MPs who are approaching or over 65 years of age to notify them that they will need to retire in nine months time. The format replicates the standard notice of retirement letter that thousands of workers in the UK receive when they reach 65 - regardless of whether they wish to retire or not.
Download the retirement letter (PDF format 2MB) and the campaign leaflet (PDF format 2.6MB)
Understanding Generation Y
“I want it all and I want it now!”
This sentiment typifies the challenging new attitude Generation Y (those born in the eighties and nineties) are bringing to the workplace.
Our recent research found that Generation Y’ers have a greater degree of self-belief, determination and desire for change than their predecessors. They represent 22% of the workforce, yet nearly half of all graduates leave jobs within two years with the resulting recruitment, retention and management implications.
Here we set out our research findings and bring together the evidence on this issue. The advice contained here, from embracing new technology to developing relevant reward packages, will help you develop new ways of working which avoid inter-generational conflict and harness the new dynamism and skills.
Download the Understanding Generation Y PDF (2MB)
A New Age is Born
Ageism can affect anyone at any age. Ageism can stop you getting work, medical care, training, pay, insurance ...
When you’re treated differently because of your age, it hurts as much as sexism or racism. The problem is people just don’t think there’s anything wrong with being ageist.
What do you think?
Visit A New Age is Born website to find out more.
Political Activity
In the first couple of months of 2007 EFA increased the pressure on MPs and the Government to iron out some of the last remaining difficulties within the age regulations and ensure that age issues remain high on the political agenda.
Parliamentary Lobbying
Following the success of the Early Day Motion (EDM) last autumn, it has been re-tabled at the beginning of January and now over 100 MPs have signed it. An Early Day Motion is a motion put down ("tabled") by Members of Parliament calling for a debate on a particular subject. In practice, there is rarely time to debate EDMs nowadays and their true modern-day purpose is to enable MPs to draw attention to an issue and to canvass support for their views by inviting other Members to add their signatures in support of the motion.
The EFA's EDM is has been tabled by Julie Morgan MP Anne Begg MP and Roger Berry MP and says:
That this House believes that ability should be valued regardless of age; welcomes the introduction of the Age Discrimination Regulations to ban age discrimination in employment; considers that over half of all employees are unaware that age discrimination at work has become illegal; further believes that more needs to be done to educate employees on the impact of the change; notes that currently the regulations do not prevent age discrimination in minimum wage payments, redundancy payments or the funding of modern apprenticeships; and calls on the Government to work to raise consumer awareness and to consider rectifying these inconsistencies.
We are continuing a programme of meeting members of both Houses of Parliament and will keep members informed of any developments.
Single Equality Act
We are currently waiting for publication of the Government's Green/White paper with proposals for a Single Equality Act. This will consider extending age legislation to goods & services and public sector duties. It may also propose changes to the age regulations. The EFA will respond to this consultation and in addition plans a civil service summit during which we will consider the implications with representatives from a number of departments (DfES, DWP, DCLG and DTI) enabling members to speak directly with the appropriate departments.
EDM - Default retirement Age EDM
That this House notes that thousands of willing and able individuals are removed from their jobs each year, purely on the basis of age; proposes that employees should have the freedom and dignity to decide when they want to retire, believes that if people such as Winston Churchill, Nelson Mandela and Mother Theresa had been forced to retire at 65 the world would have been a very different place; calls on the Government to commit to removing the default retirement age in 2011, rather than merely reviewing it
Single Equality Act
We are currently waiting for publication of the Government's Green/White paper with proposals for a Single Equality Act (likely by end of March 2007). This will consider extending age legislation to goods & services and public sector duties. It may also propose changes to the age regulations.
The EFA will respond to this consultation and in addition plans a civil service summit during which we will consider the implications with representatives from a number of departments (DfES, DWP, DCLG and DTI) enabling members to speak directly with the appropriate departments.
Minimum Wage
The Government retained the age bands within the National Minimum Wage, paying those under 22 less than those over 22. 18-21 year olds are paid a 'development rate' which can be applied irrespective of their irresponsibility. The EFA believes that this constitutes unjustified direct age discrimination and will be successfully challenged as it constitutes direct age discrimination. While the youth rate (16-17 year olds) might be objectively justified as there are statutory restrictions on the work they can undertake, this is not the case for the 18-22 age group. While there may be a need to retain a reduced rate for inexperienced workers, this should not be based on age.
The EFA calls on the Government to equalise all minimum wage standards for those over 18.
Redundancy
Age bands remain for redundancy payments in some schemes for those above 40. The Government opted to keep the age limits in Statutory Redundancy Payments Scheme (SRPS) and only allow those employers' enhanced schemes which mirror the SRPS to be lawful (Regulation 33). This makes many employers schemes potentially unlawful, including the Government's own redundancy scheme. Many enhanced redundancy schemes are contractual and employers are finding it difficult to amend them without lengthy negotiation with unions or employee representatives.
The EFA seeks an amendment of the regulations to ensure employers' enhanced redundancy schemes (including service only schemes) are lawful.
Apprenticeships
Despite the introduction of the age regulations, age limits on funding for apprenticeships remains. Those wishing to undertake an Apprenticeship over the age of 25 will have to partly fund themselves. The EFA believes that limiting access to training on the grounds of age is discrimination. The DfES does not believe that age regulations impact on funding regimes, despite the fact the regulations refer to 'access to vocational training'. Many would argue access is determined by the availability of funding.
We are seeking a review of age-based funding of training by Government.
Insured Benefits
We have been working with the ABI and GRID raising the issue of insured benefits and pushing for an exemption under the regulations. This exemption would protect benefit schemes and remove the challenge faced by employers wanting to retain people post 65.
The EFA recently conducted a survey of members to establish the impact of the age regulations on employee benefits. Feedback confirmed our concerns that employers were either (or planning to) drop benefits, not employ people over 65 or limit income protection to 5 years in order to cap risk. At the moment most are self insuring in the short term.
We have continued to lobby Government and met DTI officials in early February. Another meeting is scheduled for September when we will report on developments. This issue was recently raised in the FT and we are increasing the pressure on Ministers to make an early decision.
Retirement
Whatever the outcome of the Heyday challenge it is clear that the default retirement age cannot continue indefinitely. The EFA is working with a growing number of employers who are operating very successfully without a fixed retirement age and is encouraging other members to follow suit. The referral to the ECJ has major repercussions for public sector employers, who as an emanation of the state, could face retrospective claims for any forced retirement post October 2006.
The EFA believe that the Government should commit to removing the default retirement in 2011 and not simply to a review, which would provide clarity for employers and give them five years to prepare.
