Four years after the Employment Equality (Age) Regulations were introduced, the main point of interest has been the extent to which age discrimination can or should be justifiable. This two-part article examines the law in this area in light of some key recent developments. Part 1 examines the legislative framework, the differences between justifying direct and indirect discrimination, and the particular situation of retirement and pension-related dismissals. Part 2 will analyse the justification of age limits in recruitment and age-related benefits, and will gives some practical guidance to employers on dealing with age discriminatory measures.

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