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Age Discrimination

05 September 2009

  • We negotiated substantial compensation for a senior director at a major global law firm. Our client had a tremendous track record of success over a 10-year service period, yet, at age 50, without warning was told it was time for her to move on. We argued there was no reason other than age, quickly achieving settlement for the total value claimed.
  • In an example of how older senior executives perceived as ‘expensive’ may be targeted for redundancy, we acted for a senior manager in a major UK construction firm. Dismissed by reason of redundancy, after a period of having to hand over his work to a much younger individual who ultimately replaced him, this claim is typical of how older experienced managers are being squeezed in the current economic climate. We achieved full settlement for age discrimination, and a substantial sum valued at his loss of earnings to retirement, without taking the claim to trial.
  • In another unfair and discriminatory redundancy dismissal claim of substantial value, our client, also a senior investment banker argues that age was the reason for his selection.