The UK Government is Increasing the Retirement Age Literature review

The UK Government is Increasing the Retirement Age - Literature review physical exertionTherefore, increasing the retirement come on will mean more advantage to the elderly employees in the UK social system industry, considering that employers are reluctant to offer employments positions to older workers. Age inequality could worsen, considering the negative attitudes that exist with regards to performance of the healed. negative attitudes claimed that Low performance of the aged has contributed largely to early retirement among employees (United Nations, 2009, p. 52). The negative attitudes with regards to low performance of the aged could be improved with good performance and contributions of the older employees who have for a long time been denied the probability to prove their efficiency at an old age. Employee Age Discrimination According to Lewis, Lewis, and Thornbory (2006, p. 160), older workers are discriminated against on the claims that at an old age, employees tend to have little physical strength and incapability to endure catchy conditions in work environments such as the construction industry. More to this, the older employees are also discriminated on claims that their cognitive capacity is low compared to younger employees. However, eliminating age secernment in the UK construction industry would be attracting, motivating, and retaining the aged staffs that are fit for leadership and motivation of the younger employees. More so, employers could gain much personality as transparent and an equal opportunity employer for development of skills and empowerment to the members. Direct discrimination involves treating individual employee less favorably with regards to their perceived or actual age associated with the individuals where no lawful aim is justified. Indirect discrimination occurs in situations where policies, procedures and practices that apply to all employees exist, but in specification to the individuals perceived to be old. These practices, procedures, and policies may include application requirements for a particular job that excludes a particular group of disadvantaged individuals, where no legitimate aim is justified. This practice amounts to violation of the law, since the UK legislations demand that employers should not discriminate against employees by their age and in movement so, the encase must be justifiable fact as a legitimate objective of the organization (Fineman, 2011, p. 59). worrying implies situations where unwanted behavior towards the aged employees has the purpose and impact of violation of a persons self-respect with regards to intimidation, human degradation, hostility, and humiliation of employees. On the different hand, victimization refers to an unfair treatment brought forward as a complaint by an employee who is regarded to have been treated unfairly based on age. The threat and complaints of age discrimination in the construction industry seem to be rampant at an earl y age compared to other industries. The increase in the retirement age by the UK government may lead to increased case of discrimination against the aging employees. Older workers are often put under pressure by two employers and fellow young employees to retire against their wish (Adams and Beehr, 2003). The UK construction industry is faced by rampant age discrimination claims among employees who are entering their phases of prime