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Age is one of the protected characteristics under the Equality Act 2010. The Act aims to protect people from direct and indirect discrimination, harassment, and victimisation on the basis of a person's age. You can read more about the Equality Act here. On these pages you will find:

If you'd like to learn more about age and can't find what you need here, contact us and let us know.


      Age Discrimination

      The following are examples of the different types of age discrimination:

      • An employer refuses to offer a job to a young candidate, even though the candidate has the skills and competencies required for it. The employer sees the position as one of authority and does not feel the young candidate will be respected or taken seriously because of his age. This is an example of direct discrimination.
      • An employer insists that all candidates for a job have to meet a physical fitness test (that younger candidates can meet more easily) even though the fitness standard is not required for the job in question. This is indirect discrimination.
      • An employee has been consistently passed over for promotion, and is not allowed to attend meetings unaccompanied, because she looks young for her age. Her manager, who is 10 years older than her, feels that she is too ‘wet behind the ears’ to be given more responsibility, despite the fact that she has the right qualifications and five years’ experience in her role. This is an example of direct discrimination.
      • A general work culture appears to tolerate people telling ageist jokes, bullying or name calling. This could count as harassment on the grounds of age. Harassment is a form of direct discrimination.
      • As one of its requirements, a job advert lists 10 years’ experience in a relevant field, when two or three years’ experience would be adequate for the job. This could be seen as indirect discrimination


      Age Harassment

      Both young and older workers may experience harassment and discrimination at work.
      Unequal treatment may relate to:
      • Pay.
      • Other service conditions.
      • Benefits.
      • Being considered 'too young' or 'too old' for promotion or more responsibilities.

      Staff may be harassed on the grounds of their age by making derogatory remarks or assumptions about their ability or competence or by pressuring them to retire. All staff, regardless of their age, should have the opportunity to discuss their future plans with their line manager at least once per year as part of the PDR.


      Age Profile at Warwick

      The majority of Warwick's Staff are aged between 25 and 55.

      Age Group Warwick Sector Average
      ≤25 4.5% 6%
      26 - 35 25.9% 25.1%
      36 - 45 26.4% 26.5%
      46 - 55 24.9% 25%
      56 - 65 15.8% 15%
      65+ 2.4% 2.4%

      The statistics and infographic above are from our Equality Monitoring Annual Report, which you can find on the Data and Reports webpage.

      You can find more data on ageing on the Office for National Statistics website.


      Retirement and Pensions

      An employee who decides to retire is required to resign from their post, providing the notice specified in their contract of employment in the normal way. If the employee wishes to draw on their pension when they retire, they need to contact the University pensions team on pensions at warwick dot ac dot uk.

      It is helpful to understand the intention of employees as far as is possible to enable the University to undertake workforce planning, and to assist employees in their planning process. The University therefore encourages employees to engage in open and transparent discussions as early as possible in their planning process for retirement with their appropriate manager.

      The University will continue to discuss with all employees, irrespective of age, their short, medium and longer term career aspirations. It is acknowledged that individual intentions to retire can change due to variety of personal circumstances, and individuals are reassured that such informal discussions will only be progressed formally once notice to resign has been given.

      Information on ill-health retirements is included in the University’s Sickness Management Policy.

      Find more information about retirement in the University's Retirement Guidelines .

      For specific pensions enquiries, please visit the pensions website.


      Sources of Information and Support

      You may also be interested in:

      Training, Guidance, and Resources

      Data and Reports - including the Equality Monitoring Annual Report presenting an age profile of the University


      Disability Framework (workplace adjustments)

      ED&I Network


      External links

      Learn more about age and equality law from the following sources:

      Age UK

      Advance HE - Equality Legislation

      EHRC - Age Discrimination

      Acas - Age Discrimination

      Citizen's Advice - Age Discrimination