New anti-ageism laws & 'experience'

[Catso]

This stuff that comes into effect tonight: I can understand why it would wish to prevent recruiting being directly influenced by age, but is it true it is no longer possible to advertise for experienced staff?

So I can no longer put "must have exerience ..." or used the word "experienced" in my ad?

Is it OK to ask for trained staff?

Can you say words to the effect of "must have done this before"?

If someone I turn down makes a complaint, can I be taken to court for employing someone with experience in preference to someone without?

I prefer to take older staff, as they're just generally more reliable, but would it be illegal to have a higher proportion of older staff than 'the norm'?

[jake-the-peg]

Looks like you're OK as long as you don't ask for say 10 years experience without a good reason for asking for it

http://www.agepositive.gov.uk/lifecycle.cfm?se ctionID=41&id=1

I guess you can ask for say 3 years experience driving if your company insurance was a factor but that specifying 10 years experience because you think that that is what is necessary to do the job would be unacceptable

[cascarelli]

I think it's the 1st October the new laws come in

[empressali]

I am currently preparing a presentation on this subject to roll out to our branch managers at their next meeting,

The legislation comes in on Oct 1st and will affect the whole recruitment process from advertising through to interviewing and selection. Your job advertisements will be ok if they ask for 'previous experience' but not if they ask for a specified length of experience (unless it is one of the few exceptions ie driving instructors). You cannot advertise for specified age groups ie 20 -30 year olds, and qualifications such as GCSE's must include the wording 'or equivalent' because people like me are just too old to have taken GCSE's.

Keep your interview questions relevent to the job that the person will be doing and the skills and experience that the applicant has which is relevant. The safest thing to do is to draw up a list of questions and stick to them, whilst keeping a record of the answers. Be prepared in case you are ever challenged and make sure than any decisions you make are not biased and based solely onthe person's ability to do the job. Avoid any reference to age in your questions ie 'Aren't you a bit young to be taking on such a responsible role?' 'How do you think you would get on supervising staff older than yourself?'
You should not deliberately set out to recruit older staff, but if they turn out to have the best relevant skills, so be it. Again, be ready to justify any decisions you make - but age must not have come into your decision making process.

Acas has produced a 60ish page guide which you will find on their website.
I hope this has helped. If you have any more specific queries, please post again.

Lots of luck in all you do!

Ali

[Catso]

Thanks, empressali, I'm a lot happier about it now.

(A month out, eh!)

[empressali]

Yes, Catso, you have a whole month to digest that Acas booklet!
It is a dry and dusty subject but there are many areas where an employer could fall foul quite unwittingly. Depending on your job role, you might also get involved in the retirement aspects and job perks.
(I'm real chuffed with my three stars....that's made my day!)
Feel free to post anymore queries and I will do all I can to help.

Ali