Managing older workers post-DRA: Know your rights and responsibilities
The abolition of the Default Retirement Age (DRA) presents new challenges for employers in how they deal with older workers.
With the end of the DRA, it's going to be up to employers to find out what their employees' intentions are with regards to retirement. This will require careful management and good communication if employers are to avoid claims of unfair discrimination on age grounds. Employers will need to approach the issue of retirement in the wider context of staff career development and performance appraisal, and may need to reassess performance criteria to ensure that older workers are not left at a disadvantage.
Some employers provide group risk insured benefits (including income protection, sickness and accident insurance, as well as private medical insurance) for their employees and their employees' dependents. It will be possible for employers to cease to provide or offer insured benefits to employees aged 65 or above, even if they continue working beyond that age. The age at which group risk insured benefits can be withdrawn will increase in line with increases to State Pension
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