New Age & Equality law creates major head ache for employers

Plans for outlawing age discrimination in general and the introduction of new equality laws has created much confusion amongst employers in the last 24 hours. Peninsula, the employment law firm, which represents over 21,000 UK employers, has received calls from 2142 employers since 12 noon on Wednesday 25th June. Concerned employers are worried about the implications which will be pushed upon them should the new measures come into effect.

Peter Done, managing director of Peninsula today said, ìThe introduction of the Equalities Bill and the total ban with regards to age discrimination, seems to be the morally just thing but will add yet more red tape to companies already struggling to cope with volume of current legislation in place. The proposed new bill will no doubt be a costly occurrence. Many companies have only recently changed policies and contracts in order to accommodate new legislation. Overlooking an employee on any grounds of discrimination is morally wrong, however many industries may now feel pressured into hiring older candidates to avoid being taken to Tribunal.î

ìAge discrimination has been illegal in the workplace since 2006, and this part of the new bill shouldnít have too much of an effect on employees work life. Changes should already have been put into place with regards to contracts of employment, policies and procedures. However, companies need to look at the tightening of these new rules and regulations and ensure that they are put into effect within the workplace.î

The proposed move to take away contractual secrecy is yet another measure used to close the gender pay gap which has been an issue with in the workplace for the last 30 years.

Mr Done continues; ìAlthough this is seen as a step towards a more equal footing between male and female salaries, it does throw up other issues. Without a secrecy clause in place many may feel uncomfortable discussing their salaries with other members of staff.î

ìEmployers will need to make sure that they are up to scratch with the new legislations and enforce new policies and contracts before it becomes too late and they end up in Tribunal situations. Allowing employees to be aware of any changes made and enforcing the new laws will understandably credit them should any litigation cases arise,î concludes Peter Done.