We currently have a fixed retirement age of 65, although I know this is likely to become unlawful. I have been asked about staff working beyond 65 and we want to allow this – however, as the work involves looking after blind guests, our staff must be physically able to maintain the duty of care. Having taken some advice, we are looking at putting these staff on yearly contracts (this will still be legal until 2006) whilst we consider what to do post 2006.

Does anyone currently use this type of arrangement? Is it as simple as providing a new written contract on reaching 65, which allows continuity of service but has to be renewed yearly?

Any advice gratefully received – many thanks

Aby Mason
Aby Mason

Thank you! Your subscription has been confirmed. You'll hear from us soon.