Default retirement age – act now

At our recent Employment Law Breakfast Briefing, one of our expert speakers, Tim Thompson from Hegarty LLP Solicitors, discussed the removal of the default retirement age. While this doesn’t come into effect until next October, the current notice procedure will not apply after April 6 next year – less than five months away.

Tim was keen to encourage businesses to act now to avoid being caught out next year.
He suggested examining ageing workforces now to decide if, as a company, you wish to serve any notices before April next year – where the employee’s 65th birthday is before the end of September. Even if the 65th birthday has passed the current retirement process can be utilised by giving the minimum six month notice period.
There’s also a need to plan future staffing requirements.

The Government’s intention is that the removal of the default retirement age may encourage employers to look differently on ageing staff – and also for employers to be more imaginative, if you like, about their future role. They may like the idea of a phased retirement involving a gradual reduction in hours and a phased hand over, or perhaps consider a more junior role so passing on their skills and experience while not actually doing the work themselves.

To listen to further thoughts from Tim, click below.