The tribunal has ruled that requiring a degree in redundancy selection criteria can lead to indirect age discrimination. This decision follows a case involving a former Lidl employee, Mr Norman, who was awarded £51,000 for unfair dismissal.
Key Points
- The tribunal found that scoring lower for not having a degree constituted indirect age discrimination.
- Mr Norman, aged 63, had worked for Lidl for 22 years before facing redundancy.
- The ruling highlighted that older individuals are less likely to have degrees compared to younger generations.
- The tribunal ordered Lidl to compensate Mr Norman for unfair dismissal and for injury to feelings due to indirect discrimination.
- Despite the ruling, Mr Norman’s claims for direct discrimination and harassment were dismissed.
Why should I read this?
If you care about fair workplace practices and want to understand how age discrimination can affect job security, this article is a must-read. It sheds light on an important court ruling that could have implications for redundancy policies across various sectors. We’ve done the legwork for you, so you can stay informed without the hassle!