This week in a new report, the TUC state that long term unemployed older people are at risk of never working again, unless tailored support is offered to help them back into work.

 The TUC’s report quotes findings, which indicate that unemployed people over 50 are ten times as likely to be out of work after two years, than back in work.

Why is this? Only in July, there was a survey, which indicated that the recession was leading to older workers getting dismissed. If this is actually the case, then there is a distinct lack of expertise amongst business leaders in the UK today.  Prior to the introduction of the Employment Equality (Age) Regulations 2006, it had long been recognised that discrimination on the grounds of a person’s age was wrong.

This was highlighted in an EU Directive in 2000, which required legislation to outlaw age discrimination throughout the European Union.

Here we are in 2009, where clearly underlying age discrimination still exists. 

Age discrimination can occur at any age and the Government have introduced measures to combat long-term youth unemployment, for example, the job guarantee scheme.

However, as the TUC advocate, the Government should introduce similar measures to combat long term unemployment for the older members of the workforce because not to do so, will have a progressively more severe effect on the older members of the working population who will need Government support in the end in any event.

It has to be said that many employers are blinkered when it comes to considering a pool of workers, for example, in a potential redundancy situation. Older workers have been overlooked in favour of younger members for continuing job opportunities.  This presents a false economy. It does not make good business sense to sack experienced people. Contrary to popular belief, it is as easy, if not easier, to retrain an older person than a young person who is more intent on using a succession of jobs as stepping-stones to another career or position.  The older members of the workforce are likely to be more stable and again statistically take fewer days off than their younger counterparts.

Enlightened employers ensure that they have a balanced workforce across the age spectrum, drawing upon a pool of skills and experience, which not only benefits the business as a whole, but utilises the older members of the workforce to train the younger members, thus ensuring loyalty to the business and increased productivity.

For more information on this employment law subject or any other matter, please contact the ELAS team on 0161 785 2000.

Visit www.employment-law.uk.com for more information.

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