Date June 2008
Introduction and statement of intent
CONCEPT JOINERY LTD. is committed to ensuring that
all employees are treated fairly irrespective of their
age and has taken measures to ensure that it fully meets
the requirements of the Employment Equality (Age) Regulations
Age will not be a factor in any decisions made concerning
recruitment & selection, access to employee benefits,
opportunities for promotion or training, performance
management, application of discipline or capability
procedures or selection for redundancy.
Age discrimination and other equality policies
CONCEPT JOINERY LTD. demonstrates through its Equality
and Diversity policy its commitment to ensure that all
employees are treated fairly. The implementation of
this policy will support and strengthen this commitment.
The normal retirement age at CONCEPT JOINERY LTD.
is 65 for male employees and 60 for female employees.
The actual retirement date can be varied by mutual
It is recognised that many employees may seek, by
mutual consent, to retire at an earlier age.
Employees who do not wish to be retired at the normal
retirement age have the right to request to remain in
employment beyond this age and CONCEPT JOINERY LTD.
will consider any request made. At least six months
prior to the planned retirement date, but not more than
one year, CONCEPT JOINERY LTD. will write to employees
informing them of their projected normal retirement
date and the process to be followed should they wish
to request to continue working. Any request to remain
in employment beyond the normal retirement date must
be submitted to their Manager no later than three months
before the normal retirement date.
If CONCEPT JOINERY LTD. agrees to the request to
continue working, any extension of employment will normally
be for a fixed period of one year. Employees who wish
to work on beyond that fixed period will again have
the right to request to remain in employment and the
same process of consideration, as outlined above, will
be followed with any further extensions normally being
for a fixed period of one year. This process will be
repeated until actual retirement takes place
CONCEPT JOINERY LTD. will consider all requests from
employees to work on beyond the normal retirement age
and any decision reached will take into consideration
a number of factors such as workforce planning requirements,
recruitment needs and training & development needs.
Employees who are retained beyond the normal retirement
date will still be subject to normal rules regarding
Performance & Development Review, Competency, Conduct
and Occupational Health.
Employees who have their request to work on refused
will be entitled to appeal if they disagree with the
decision. Any appeal will normally be heard by the next
level of management.
There will be no direct or indirect references to
age in any recruitment adverts unless the requirement
can be objectively justified.
Recruitment and Selection
The recruitment & selection process will be based
on the skills and ability of the individual applicant
and not their age. All employees involved in recruitment
& selection will receive training to ensure compliance.
The recruitment and selection policy will reflect the
need to ensure age does not form part of the recruitment
& selection process.
CONCEPT JOINERY LTD. recognises that incremental
pay progression and other service-based rewards are
an acknowledgement of the increasing experience and
loyalty of employees. Any such rewards will be in line
with the requirements of the Age Discrimination Regulations.
The absence management process will be applied to
all employees regardless of age. Monitoring of absence
trends in age groups will take place to ensure that
the absence management process is being fairly applied
across all age groups.
There is a recognition that age (young or old) can
impact on performance. Issues such as inexperience or
difficulty in quickly grasping new technologies can
be as a result of age therefore performance management
procedures will be monitored to ensure that disproportionate
action is not being taken against any particular age
Training and promotion
Training and promotion opportunities will be available
to all employees and in selecting individuals for training
or promotion, the criteria used will be robust enough
to ensure that individuals cannot be excluded as a result
of being too young or too old. Direct or indirect references
to age in Performance & Development Reviews will
not be used.
Redundancy selection and payments
Any redundancy selection policy used will be based
on objective criteria.
CONCEPT JOINERY LTD. will monitor recruitment &
selection, access to promotion & training and the
use of procedures such as the disciplinary procedure
to ensure that no particular age group is being unfairly
treated on the grounds of their age.
Implementation and responsibilities
CONCEPT JOINERY LTD. has identified a senior CONCEPT
JOINERY LTD. manager as its Age Discrimination Champion
to ensure that CONCEPT JOINERY LTD.'s strategic agenda
reflects issues of age.
All line managers are responsible for familiarising
themselves with this policy, ensuring that it is applied
and for making their employees aware of it. Individual
employees are also responsible for familiarising themselves
with this policy.
G Hallard Date
On behalf of Lee Hallard Building Services
© Lee Hallard Building Services (Concept Joinery
Ltd. T/a) 2008
Policy Stmt Age_Retirement2008.wpd