Hertfordshire County Council
Retirement: greater choice
Hertfordshire County Council (Herts C C) is committed to offering retiring employees support and flexible options to make their transition from working life to retirement an enjoyable one.
Herts C C have decided to introduce a flexible retirement policy in order to remain an excellent authority and an employer or choice. The Council feels that by giving alternatives and support in the run up to retirement, employees will feel more valued and therefore more motivated and committed. The business also feels it will benefit from retaining valuable skills and knowledge and anticipate a reduction in turnover, recruitment costs and an increase in age diversity.
Herts C C now offer several options to employees reaching retirement age including the option to ease into retirement gradually or postpone retirement and extend service. Employees are now able to request to stay for an additional five years until 70 and the Council has introduced a formal request procedure to enable this.
In their guidance to managers dealing with requests to stay on, Herts C C stresses that managers should not assume that an employee who wishes to extend their service is any more or less likely to experience health & safety or performance difficulties. Further the guidance underlines that the same principles that apply to all employees i.e. risk assessments, occupational health referrals; performance management, etc should be applied to staff of all ages.
The Council operates a flexible working policy and believes that flexible working choices should be offered to both those approaching or working beyond NRA and managers and staff are signposted to their Flexible Working Directory.
Herts C C are also happy to support the concept of wind down in the run up to retirement and are willing to consider applications for a different or lower grade post. Managers are guided to consider redesigning or downgrading of existing posts as appropriate as well as to provide support in application to alternative posts.
This policy has been designed with the forthcoming age laws in mind, but will be reviewed to ensure compliance with legislation in 2006.
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Retirement: greater choice
Hertfordshire County Council (Herts C C) is committed to offering retiring employees support and flexible options to make their transition from working life to retirement an enjoyable one.
Herts C C have decided to introduce a flexible retirement policy in order to remain an excellent authority and an employer or choice. The Council feels that by giving alternatives and support in the run up to retirement, employees will feel more valued and therefore more motivated and committed. The business also feels it will benefit from retaining valuable skills and knowledge and anticipate a reduction in turnover, recruitment costs and an increase in age diversity.
Herts C C now offer several options to employees reaching retirement age including the option to ease into retirement gradually or postpone retirement and extend service. Employees are now able to request to stay for an additional five years until 70 and the Council has introduced a formal request procedure to enable this.
In their guidance to managers dealing with requests to stay on, Herts C C stresses that managers should not assume that an employee who wishes to extend their service is any more or less likely to experience health & safety or performance difficulties. Further the guidance underlines that the same principles that apply to all employees i.e. risk assessments, occupational health referrals; performance management, etc should be applied to staff of all ages.
The Council operates a flexible working policy and believes that flexible working choices should be offered to both those approaching or working beyond NRA and managers and staff are signposted to their Flexible Working Directory.
Herts C C are also happy to support the concept of wind down in the run up to retirement and are willing to consider applications for a different or lower grade post. Managers are guided to consider redesigning or downgrading of existing posts as appropriate as well as to provide support in application to alternative posts.
This policy has been designed with the forthcoming age laws in mind, but will be reviewed to ensure compliance with legislation in 2006.
Click icon to download a printable version of the case study
download pdf
