Employment Law – What Is Age Discrimination?

I found this article relating to Employment Law which I thought may be of interest. So here it is for you

Age discrimination is also known as ageism, which is a form of stereotyping and discrimination against individuals or groups because ofhow old they are. It is a set of beliefs and attitudes used to justify age on the basis of prejudice and discrimination.

Age discrimination refers to the measures taken to deny or restrict opportunities to people because of their age, resulting from someone’s ageist beliefs and attitudes. An older person may be told that they are too old to be included in certain physical activities or a younger person may be told they are too young to get a job. There are policies and regulations in place that limit opportunities to people of certain ages and deny them to all others. These are all examples of ageism. Some of which you may already have been a victim to and not even have known it.

Age discrimination has substantial effects on the elderly and young people. It can affect older and younger people’s confidence and behaviour, and they may begin to feel like a needy, non-contributing member of society, perceiving themselves as how they are termed to be by the people discriminating against them. It is a challenge to rise above these prejudices if you have become a victim, especially if one has been exposed to age discrimination in their childhood or adolescence.


The law on age discrimination can help prevent you from being denied a job, proper training and advancements in the work place, whatever age you are. Equality legislation can also protect you from harassment and victimisation, because of your age. Age discrimination is unlawful in all areas of employment, including recruitment, employment terms and conditions, promotions, transfers, training and dismissals. But in some cases, different treatment of an employee because of their age can be justified.

If you bring a claim for age discrimination against your employer, they must be able to justify that any direct or indirect discrimination is the proportionate way of achieving a legitimate aim. The proportionate way must be that your employer should have no reasonable alternative other than to introduce an age-based practice. A legitimate aim must correspond with a reasonable need for your employer, such as economic factors, as business needs and efficiency.

If you feel you are a victim of age discrimination it is possible to bring a claim to an Employment Tribunal. However, it is recommended that you talk to your boss first to try and come to an agreement informally. You are entitled to write to your employer if you think you have been discriminated against or harassed because of your age.


I am a legal writer covering advice on topics of law, including age discrimination, for further text and similar works visit employment law or contact a solicitor today.For more legal advice and information, and for free legal resources I suggest you visit lawontheweb.co.uk.
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