tag:blogger.com,1999:blog-17155324733332894602011-12-12T09:12:37.465-08:00adam5noreply@blogger.comBlogger11100tag:blogger.com,1999:blog-1715532473333289460.post-18487084048867945852011-12-12T09:02:00.000-08:002011-12-12T09:05:14.265-08:00<div class="p1"><span class="s1"><b>The blog has a new home&nbsp;</b></span><b><a href="http://www.duffy-hr.com/hr-services" target="_blank">HR Services</a></b></div><div class="p1"><span class="s1"><b><br /></b></span></div><div class="p1"><span class="s1"><b>Retirement Age Rises</b></span></div><div class="p1"><span class="s1"><br /></span></div><div class="p2"><span class="s1">The default retirement age (DRA) has been abolished completely since 1st October 2011 and employers are now prohibited from retiring employees in reliance on the default retirement age.&nbsp;</span></div><div class="p2"><span class="s1"><br /></span></div><div class="p2"><span class="s1">Previously employers could rely on the DRA to compulsorily retire workers once they reach the age of 65, which many argued was a form of discrimination.&nbsp;</span></div><div class="p2"><span class="s1">Now people are free to work for as long as they want, which is assumed will be appreciated as the population ages. Employers must therefore follow a fair dismissal procedure in order to retire older workers, relying on one of the fair reasons for dismissal set out in section 98 of the Employment Right Act 1996.</span></div><div class="p3"><span class="s1">It is worth noting that employers may continue to prescribe a compulsory retirement age on or after 1 October 2011 provided that they can justify it as a “proportionate means of achieving a legitimate aim”.</span></div><div class="blogger-post-footer"><img width='1' height='1' src='https://blogger.googleusercontent.com/tracker/1715532473333289460-1848708404886794585?l=leadingtotheside.blogspot.com' alt='' /></div>adam5noreply@blogger.com0