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Discrimination at work – Age Discrimination & Benefits

With the arrival of the Employment Equality (Age) Regulations in 2006 and the later consolidation of all equality measures into the Equality Act 2010 (‘EA’), treating someone differently in a work environment because of their age, without good reason, became unlawful. However, it is r
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Age Discrimination and Pensions

Occupational pension schemes – and their existing and future members – and contributions made by employers to employees’ personal pension schemes are covered by UK age discrimination legislation (the pension provisions of the Employment Equality (Age) Regulations 2006 (as amende
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Age discrimination and retirement

The Employment Equality (Age) Regulations 2006 brought in some important changes to the default age for retirement, which used to be 65. These regulations were then consolidated into the Equality Act 2010 (‘EA’). The default retirement age was phased out from 6th April 2011 and anyone
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Contract disputes and permanent health insurance

A private health insurance policy can be taken out by an employer to provide benefits in a situation where an employee is unable to work. This is a three-way relationship, where the insurer and the employer have a legal relationship via the insurance policy, and the employer and emplo
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Age Discrimination – Recruitment and Selection

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Age discrimination legislation was introduced first in 2006 with the Employment Equality (Age) Regulations 2006, which was then incorporated with all other UK equality legislation into the Equality Act 2010 (‘EA’). Since the legislation was introduced it has created a number of situat
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Bonus Disputes

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  Bonus schemes tend to fall into two types – discretionary and contractual – or the scheme may be a mix of both of these. The structure of the scheme will usually be set out in an employee’s contract of employment. Where the scheme combines both these types of bonuses, in genera
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Bonus discrimination

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Bonuses usually fall into one of two camps – those that are based on individual performance and those that are paid to everyone in the company, regardless of any other factors.   The risk of bonus discrimination   A bonus that is based on the way an individual employee perfo
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Collective redundancy

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Where 20 or more employees are to be made redundant (i.e. dismissed for a reason not related to the individual concerned) within 90 days in the same place there must be a ‘collective consultation.’ Redundancy situations which will count towards this figures may include:   –
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Disputes and permanent health insurance

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A private health insurance policy can be taken out by an employer to provide benefits in a situation where an employee is unable to work. This is a three-way relationship, where the insurer and the employer have a legal relationship via the insurance policy, and the employer and emplo
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Agency workers

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Those who are working as agency workers for a temporary work agency are protected by the Agency Workers Regulations 2010 (the ‘AWR’). A temporary work agency is one which provides employees to employers on a temporary hire basis (not on a permanent basis).   The definition of an
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