Italian legislation which fixed a maximum age limit of 30 for participation in a competition to recruit police commissioners was age discrimination that could not be justified, and so was incompatible with EU law.
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Recruitment
The EAT ruled that an age discrimination claim was rightly struck out for having no reasonable prospects of success.
The European Court of Justice found that the exclusion of retired employees from a recruitment exercise was indirect age discrimination but would be permissible if it was justified.
A job applicant who was described as not the “best fit” for a role despite scoring highest in the interview process has succeeded in a claim for direct age discrimination.
There was no evidence that a 55 year old woman was not appointed for a role because of her age.
A man did not suffer age discrimination when his application to be a Criminal Investigator was rejected.
A serial litigant was rejected from an assessment centre due to his “abrasive” attitude and not because of his age. He was ordered to pay the employer’s full legal costs.
A job advert that said a pub was looking for staff "between the ages of 18 and 25" was both direct AND indirect age discrimination.
An advertisement aimed at candidates looking to join “our young and energetic team” was not direct age discrimination.
There was no direct age discrimination in a local authority’s decision not to promote a 60-year-old employee to a project manager role after interview, despite her having better qualifications and more experience than the successful candidate.
It was not indirect age discrimination to use an internal Talent Pool when deciding who to recruit. Even if it were age discrimination, it would have been justified.
There was no age discrimination after a 58-year-old was rejected following a group exercise at an assessment day.
An Employment Tribunal has found that an applicant for a park attendant role was directly discriminated against because of their age. It is a reminder of the benefit of prepared and scripted interviews, and the dangers of unscripted ones.
The ECJ has ruled that a police force was justified in setting an age limit of 35 years old for new recruits.
An Employment Tribunal erred when it held a PhD requirement put applicants for a lecture position at a particular disadvantage
The ECJ rules that an age limit of 30 for recruits as local police officers in Spain was unjustified age discrimination.
Mr Homer wins his age discrimination claim (finally).
A job applicant passed three interview stages, but then had her offer of employment withdrawn after poor psychometric testing results. She failed in her age discrimination claim.