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<p>The Equality Act 2010, provides strong protection against direct and indirect age
discrimination in employment and makes it unlawful for an employer or an employment
service provider such as a recruitment agency, to discriminate against any employee
or job applicant because of their age or perceived age. This applies both where the
employer is making arrangements to fill a job, and in respect of anything done during
the course of a person’s employment. To be lawful, any differential treatment based
on age must be objectively justified.</p><p> </p><p>In February 2017, The Government
published a strategy ‘Fuller Working Lives: A Partnership Approach’. The Strategy
is led by employers, but also sets out the case for action by individuals, and the
role of Government in supporting older workers to remain in and return to work. The
Strategy and supporting evidence base are available on the gov.uk website.</p><p>DWP
also work closely with the Business in the Community and Older Workers Champion to
promote the Fuller Working Lives strategy with employers.</p><p> </p><p>The number
of workers aged 50 and over currently in employment is at a record high of 10.4 million,
an increase of 1.4 million over the last 5 years and an increase of 2.5 million over
the last 10 years.</p><p> </p><p>Further to the Fuller Working Lives strategy, through
the National Retraining Partnership, the Government is developing the National Retraining
Scheme, which is an ambitious, far-reaching programme to drive adult retraining. It
will help individuals to respond to the changing labour market, redirect their careers
and secure better, more secure jobs of the future. Its focus will be on supporting
those adults whose occupations are most at risk of technological change, to provide
them with new skills to move into more sustainable career.</p>
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