Rachel is an Associate in the Employment Team in Addleshaw Goddard. She advises in relation to all aspects of contentious and non-contentious employment and equality law. Rachel reviews contracts of employment, severance agreements, staff handbooks and various policy documents for clients on a regular basis. She also advises clients on disciplinary and grievance procedures, protected disclosure investigations, workplace investigations, working time issues, redundancy processes, long term sick leave and statutory leave entitlements.
On 29 June 2026, the Employment (Contractual Retirement Ages) Act 2025 (the “Act”) came into force and the 2017 Code of Practice on Longer Working was updated. The Act provides a right for employees to notify their employer if they wish to continue working beyond their contractual retirement age (CRA) until the pensionable age, which is currently 66 years.
Save in limited circumstances where it is objectively and reasonably justified, upon receipt of a notification, employers may not enforce an employee’s CRA where it is lower than the pensionable age. Employers should review their policies and procedures in respect of retirement and make the necessary amendments to comply with the changes brought in by the new Act. To avail of
Continue reading
We help hundreds of people like you understand how the latest changes in employment law impact your business.
Please log in to view the full article.
What you'll get:
- Help understand the ramifications of each important case from NI, GB and Europe
- Ensure your organisation's policies and procedures are fully compliant with NI law
- 24/7 access to all the content in the Legal Island Vault for research case law and HR issues
- Receive free preliminary advice on workplace issues from the employment team
Already a subscriber? Log in now or start a free trial
