Clarifying When a Contractual Retirement Age is Justified

Posted in : Supplementary Articles NI on 29 May 2012
Majella Culbert
PwC Legal

We asked Majella McGuinness, solicitor, of PricewaterhouseCoopers Legal LLP to examine the recent case of Seldon v Clarkson Wright and Jakes.

Since 1 October 2011, your business hasn’t been able to rely on a national default retirement age to dismiss employees when they reach the age 65. You’re only able to legally retire employees at 65 (or any other age) if there’s a clear, objective justification for the use of a contractual retirement age. The Supreme Court's decision in Seldon provides businesses with some guidance around when a contractual retirement age is acceptable.

On 25 April 2012,

Already a subscriber?

Click here to login and access the full article.

Don't miss out, start your free trial today!

Are you fully aware of the benefits of Legal-Island's Employment Law Update Service? We help hundreds of people like you understand how the latest changes in employment law impact on your business.

Help understand the ramifications of each important case from NI, GB and Europe

24/7 access to all the content in the Legal Island Vault for research case law and HR issues

Ensure your organisation’s policies and procedures are fully compliant with NI law

Receive free preliminary advice on workplace issues from Maxine Orr, Partner at Worthingtons Solicitors

Already a subscriber, now or Start my free trial today

This article is correct at 06/08/2015
Disclaimer:

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Majella Culbert
PwC Legal

The main content of this article was provided by Majella Culbert. Contact telephone number is 028 9041 5198 or email majella.culbert@pwclegal.co.uk

View all articles by Majella Culbert