| The new anti-age discrimination law which
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| | outlining their race and age, this form
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| will come into force in October will help
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| | will be kept on file but not given to the
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| staff retention and improve labour market
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| | person in the organisation making the
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| choice according to some employers.
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| | decision on who to employ."
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| However, the small employers are a lot
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| | If that for companies like Asda the
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| less keen on the changes, as they worry
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| | coming into force of the new law means
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| about rising recruitment costs. The new
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| | doing business as usual as they have a
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| legislation requires employers to review
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| | history of employing older workers, there
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| all their employment practices to ensure
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| | are other companies that are worried
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| they are based on skills and
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| | about this moment. This is the case of
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| competencies, not age.
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| | the firms that market themselves to a
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| The new law will also have an impact on
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| | young or old audience and want to employ
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| the job adverts. Words and phrases that
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| | people who reflect their customer base.
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| used to be the key words in the old
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| | But there are solutions for these cases
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| adverts may be considered ageist so the
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| | offered by the new law itself. There is a
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| employers should worry about this too.
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| | get-out clause for some industries and
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| When taking a decision no matter if on
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| | employers can still discriminate if they
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| recruitment, retention or training, the
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| | can show that being a certain age is a
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| employers must leave the age out of it.
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| | genuine occupational requirement. It is
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| Beside the advert text, the application
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| | considered a genuine occupational
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| forms must be carefully reviewed by the
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| | requirement that a firefighter shouldn't
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| companies so they can avoid opening to
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| | be older than 55 years old as he or she
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| legal action under new laws.
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| | has to be physically fit enough to pull
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| There are companies that are already
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| | people from burning buildings but it
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| applying the new requirements and took
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| | won't be acceptable for media firms to
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| out the age from their recruitment
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| | use the genuine occupational requirement
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| application forms. This is the case of
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| | clause to refuse employment or fail to
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| Asda. Supermarket Asda removed the
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| | promote people over the age of 50.
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| requirement for job applicants to tell
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| | The language of the job adverts should
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| them their age. Asda's move goes beyond
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| | exclude specifying the age but other
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| the terms of the new age rules but it
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| | words which are associated with age such
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| could well be a sign of things to come.
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| | as energetic may also be problematic. Ms.
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| The idea of the new law is not to forbid
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| | Margaret Thirlway, head of employment law
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| employers to know the age of the
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| | at London-based SA Law, explains that the
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| applicants but to avoid taking the age in
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| | meaning of the law is that "The use of an
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| consideration in the decision process
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| | age-loaded word like energetic may not
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| about hiring that person.
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| | itself lead to a tribunal, but when
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| Stephen Morrall, a partner at law firm
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| | combined with a pattern of action, such
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| Middleton Potts offers the solution:
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| | as denying older workers training, then
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| "personnel departments will ask job
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| | it might lead to a claim".
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| applicants to fill out a separate form
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