Abstract
The removal of the default retirement age in the UK has been broadly welcomed as the disposal of an age-discriminatory measure. It is argued here that a focus on formal equality has been at the expense of a more critical analysis of the employment relations consequences. The central role given to performance measurement allows employers considerable discretion over when employees retire and the scope for bargained outcomes in the new regime is limited. This may be to the detriment of older workers and will have implications for the workforce as a whole. Equality, in other words, may come at the expense of a broader conception of fairness.
| Original language | English |
|---|---|
| Pages (from-to) | 267-277 |
| Number of pages | 11 |
| Journal | Work, Employment and Society |
| Volume | 29 |
| Issue number | 2 |
| Early online date | 6 Mar 2015 |
| DOIs | |
| Publication status | Published - 1 Apr 2015 |
Research Groups and Themes
- Ageing Futures
Keywords
- default retirement, employment relations, equality legislation, older workers
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Dive into the research topics of 'The (performance) management of retirement and the limits of individual choice'. Together they form a unique fingerprint.Profiles
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Professor Vanessa A Beck
- School of Management - Business School - Professor of Employment Studies
- Bristol Poverty Institute
Person: Academic , Member