Age Equality Toolkit


Age Equality Policy Statement

Lancaster University is committed to a comprehensive policy of equal opportunities for all members of the University community. The University aims to ensure that individuals are recruited, selected, assessed, promoted and treated fairly on the basis of their relevant merits and abilities. The University recognises that an effective equal opportunities policy contributes to its long term success and competitiveness and is committed to a programme of action to implement the policy.


The Age Equality policy aims to ensure that no job applicant, potential or existing member of staff in any employment designation, or potential or existing student receives less favourable treatment on the grounds of age or on any other grounds not relevant to good employment and learning practice.

A copy of this policy will be made available to all members of staff. The University is committed to promoting equality of opportunity and diversity, and a breach of this policy may lead to disciplinary proceedings.

The policy will be regularly reviewed and updated as appropriate. However it is not intended to be contractual in nature and does not form part of employees' terms and conditions of employment.

Age Discrimination

The Employment Equality (Age) Regulations 2006 make it unlawful to discriminate against workers, employees, job seekers and trainees because of their age. The regulations also apply to the relationship between a student and the University. Specifically with regard to staff the regulations cover recruitment, terms and conditions, promotions, transfers, dismissals and training.

The Regulations make it unlawful on the grounds of age to:

Objective Justification

The Regulations specify that treating people differently because of age is permissible if there is an objective justification or a genuine occupational requirement.

Both direct and indirect discrimination will be justified if it is "a proportionate means of achieving a legitimate aim".

Proportionate means:

Legitimate aims might include:

Objective justification usually will only be relied on by the University after discussion with members of the HR team or, in the case of student matters, with the Equal Opportunities Co-ordinator.

In addition, the Regulations specify certain exceptions relating to pay and employment benefits based on length of service, enhanced redundancy terms, occupational pension schemes and the national minimum wage.

Age Equality Procedures & Guidelines

The University is committed to the Equal Opportunities Code of Practice on Employment that specifies the rights and responsibilities of the University and its staff with regard to recruitment, selection, promotion, training and development, health, retention, flexible work arrangements and leave for all members of the University's community. The University makes equivalent commitments to students in its Students Equal Opportunities Policy, Guidelines for Implementation.

In addition to the Equal Opportunities Code of Practice in employment, the procedures and guidelines detailed below are designed specifically to address potential issues concerning age discrimination.

Recruitment & Selection of Staff


The age at which unreduced pension benefits can be accessed is the 65th birthday.

Guidance for managers on conducting discussions about retirement can be found here

(Rob Kemp)
Review Date Oct 2014

Lancaster University
LancasterLA1 4YW United Kingdom
+44 (0) 1524 65201