An employee has alleged that they were not promoted due to age discrimination, what do I do?

Handling an allegation of age discrimination regarding a promotion requires a thorough, fair, and sensitive approach to ensure compliance with legal obligations and maintain workplace trust. Here’s a structured approach to address the situation:

Preparation - 4 Steps

1. Understand Legal Obligations

Equality Act 2010: Familiarise yourself with the provisions of the Equality Act 2010, which protects employees from discrimination based on age. Ensure you understand your legal obligations and the rights of employees under this act.

Anti-Discrimination Policies: Review your company's anti-discrimination policies to ensure they are up-to-date and clearly prohibit age discrimination in all employment practices, including promotions.

2. Develop Policies and Procedures

Complaints Procedure: Ensure you have a clear, documented procedure for handling discrimination complaints, including steps for investigating allegations and taking appropriate action.

Promotion Criteria: Ensure your promotion criteria are clearly defined, transparent, and based on merit, skills, and experience rather than age or other protected characteristics.

3. Train Managers and Staff

Awareness Training: Provide training for managers and staff on age discrimination, legal rights, and the importance of equal opportunities in promotions

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