In the final part of this five-part, bite-sized series, Lucy Lewis, associate in the employment and incentives department of Lewis Silkin spells out just what employers can and cannot say in recruitment advertisements.
Age Discrimination legislation comes into force on 1 October 2006. Following the introduction of the legislation it will be unlawful to discriminate against employees on the grounds of their age (unless this can be justified). This will impact on all aspects of the employment relationship from recruitment to retirement and damages for successful claims will be uncapped.
The experience of countries that already have age discrimination shows that it will be particularly important to avoid suggestions of discrimination from the wording used in job advertisements. We will be examining the sort of wording used by employers in job advertisements and explaining how that may be considered to be discriminatory over the next few weeks.
Our final example is: “…10 year’s experience required…”
Younger workers are less likely to be able to comply with this requirement. And what does it really mean? Can the employer explain why it needs 10 year’s experience not eight or nine? It would be better to set out the type of experience that is required rather than provide a number of years.
- Any Answers: The use of ‘junior/senior’ in job titles
- Jargon Buster: Age discrimination
- Age discrimination: Will legislation help?
Lucy Lewis can be contacted at: [email protected]