An age discrimination claim against BP was unsuccessful; Tribunal rules that BP does not have an "ageist" culture.
The EAT rejects a law firm's claim that it is legitimate to retire partners at 65 as their performance declines at about that age.
A legal adviser, aged 61, ineligible for promotion unless he obtained a law degree was not discriminated against on the grounds of his age.
Despite seeking a “dynamic young accountant”, SPG was found not to have discriminated on the grounds of age in their recruitment.
Lawful use of length of service in redundancy selection criteria.
An ET rules that an enhanced redundancy scheme which gave greater credit for service over 40 was unlawful.
An employee of a UK subsidiary may only claim age discrimination under a share plan operated by an overseas parent if the overseas parent has aided and abetted an act of unlawful age discrimination by the UK subsidiary.
Following the Court of Appeal’s decision in the case of Johns v Solent all tribunal claims challenging a compulsory retirement will be stayed pending the outcome of the ‘Heyday’ case.
This is the first reported age discrimination case dealing with the thorny issue of flexible benefits schemes.
Sharma v Millbrook Beds Ltd involved an employer whose attempts to reduce the risk of a claim backfired.
The youngest claimant, in Wilkinson v Springwell Engineering Ltd, was 18 when she was dismissed, ostensibly on grounds of her capability.
This decision is a cautionary tale for employers who have not eliminated age-related language and questions from their recruitment exercises.
This case involved a claimant dismissed for being "too old".
In relation to non-retirement dismissals, the decision in Hussain v Live Nation (Venues) Ltd illustrates the danger for an employer in seeking to play the ‘age card’.
A tribunal has ruled that a law firm did not unlawfully discriminate on age grounds when it reformed its partner pension scheme - even though the extent of partners’ losses depended on their age.
An age cut-off for redundancy payments can be justified if pension provision adequately cushions the impact of financial loss.
The EAT rules that ICI can potentially justify both age and service elements in their enhanced redundancy scheme.
The AG has given an opinion stating that the compulsory retirement age of 65 is potentially legal under EU law.
The European Court of Justice has decided that national laws on compulsory retirement at a particular age must be justified in order to be lawful.
A 61 year old teacher who was not shortlisted for a job advertised for candidates ‘in the first five years of their career’ was indirectly discriminated against on the grounds of her age.