In these joined decisions, the CJEU has held that a term in a collective agreement which provides that the pay of a public sector employee is determined by reference to their age is unlawful.

An 18 year old who was fired for claiming minimum wage was fired.

The Pension Ombudsman rules that tapering of a lump sum payment under the Civil Service Compensation Scheme was in breach of the Employment Equality (Age) Regulations 2006.

In an interim hearing, an Employment Tribunal finds that the test in Regulation 32(2) of the Employment Equality (Age) Regulations 2006 is a mix of objective and subjective tests.

Barking and Dagenham Council loses appeal after 15 employees bring age discrimination claim.

A change from one policy to another policy cannot in itself be a provision, criterion or practice for the purposes of the Age Regulations.

The ECJ rule that an Austrian law which mandated lower pay for younger civil servants not proportionate and therefore not justified under the Framework Directive.

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.

Sharma v Millbrook Beds Ltd involved an employer whose attempts to reduce the risk of a claim backfired.

This is the first reported age discrimination case dealing with the thorny issue of flexible benefits schemes; in particular the implication of age-related premiums in the private medical insurance component of such a scheme.

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.

In general, employers do not need specifically to justify using length of service to calculate pay, according to the ECJ in Cadman v Health and Safety Executive.