Retirement templates toolkit
Toolkit support:
Legal compliance
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Client success stories
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Our Retirement Templates Toolkit facilitates smooth retirements, offering user-friendly templates for seamless transitions.
This Retirement Templates Toolkit is an essential resource for any organisation looking to ensure a smooth transition for retiring employees. Our toolkit includes a range of customisable templates to help you manage the retirement process effectively.
Our retirement templates cover a variety of topics, including retirement announcement letters, retirement checklists, and retirement policy templates. With our Retirement Templates Toolkit, you'll have access to templates for communicating with retiring employees, managing their benefits and entitlements, and ensuring a smooth handover of their responsibilities.
What is Retirement?
Retirement is the phase in an individual's life when they voluntarily withdraw from the workforce, typically after reaching a certain age or meeting specific criteria. During retirement, individuals cease regular employment and often rely on accumulated savings, pension plans, and government benefits to support themselves financially.
Employers' power to retire employees has been limited since the default retirement age (established at 65 in 2006) was removed on October 6, 2011.
Employers can no longer require employees to retire and must instead allow them to stay on until they choose to retire, unless they can identify legitimate business reasons why a specific retirement age is justified, necessary, and appropriate for their organisation and can defend this retirement age in the event of a discrimination claim.
Successive governments have pushed people to continue working (in light of shifting demographics and the cost of supporting retirees or the "economically inactive") on the idea that it helps older employees and allows firms to retain experienced and competent workers.
Legal compliance
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There is no longer a mandatory retirement age.
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Employers should not put employees under pressure to leave because they are approaching retirement age, even those who are at or beyond the state or company pension age.
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Employees should notify their employer of their plan to retire in line with their employment contract's notice terms.
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Compulsory retirement is only conceivable if the employer can objectively justify it, based on social policy goals in the public interest that go beyond the interests of the business, and if forced retirement at a specific age is a proportional method of attaining them.
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Regular workplace dialogues should take place to investigate senior individuals' career aspirations, inquire about when they may choose to retire, and allow the organisation to manage resources and finances.
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Employers must avoid assuming that an employee's performance would deteriorate due to ageing.
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Employers must refrain from discriminating against employees based on their age.
Client Success Stories
Here are some complex but often common Retirement-related workplace scenarios that I have successfully helped to resolve, using the resources in this toolkit alongside some direct advice.
