Employee benefit from regulation for age discrimination at the workplace

In brief, these regulations will cover both employment and vocational training for individuals of all ages. In the absence of an objective justification, compulsory retirement under 65 becomes unlawful. Employees who wish to work after 65 will be able to do so, and employers will have a duty to consider their request. The regulation applies to occupational pension schemes, but does not affect state pensions. The employers would benefit from performing an age audit of their employees to identify potential retirements and to obtain an accurate profile of the current workforce.

Employers are required to give such requests due consideration, but they are free to refuse them without explaining why. In order to identify any potential age discrimination in the workplace singapore issues before a rejection occurs, it is important to take advice on any potential refusals. Employees must request continuation of employment in writing no less than three months before they intend to retire.

age discrimination in the workplace journal articles

In a reasonable amount of time, the employer must meet with the employee to discuss his request. A colleague or a union representative has the right to accompany the employee, and this right also applies to any subsequent appeal. Employers should avoid making stereotypical assumptions about the abilities of their employees. When an employer fails to follow the correct procedures, the dismissal will be considered unfair. Employers should take note of the fact that age discrimination is also prohibited in any recruitment. Job candidates should be hired based on their skills, not their age. To effectively perform a specific job, it is necessary to create a job description that outlines the duties to be performed and a job specification that specifies the skills, knowledge, and experience required.