The (performance) management of retirement and the limits of individual choice

The removal of the default retirement age in the UK has been broadly welcomed as the disposal of an age-discriminatory measure. It is argued here that a focus on formal equality has been at the expense of a more critical analysis of the employment relations consequences. The central role given to pe...

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Veröffentlicht in:	Work, employment and society employment and society, 2015-04, Vol.29 (2), p.267-277
Hauptverfasser:	Beck, Vanessa, Williams, Glynne
Format:	Artikel
Sprache:	eng
Schlagworte:	Age discrimination Employees Employment Equality Evaluation Labor force Labour force Later life, working and retirement Older people Older workers Performance appraisal Retirement United Kingdom
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description	The removal of the default retirement age in the UK has been broadly welcomed as the disposal of an age-discriminatory measure. It is argued here that a focus on formal equality has been at the expense of a more critical analysis of the employment relations consequences. The central role given to performance measurement allows employers considerable discretion over when employees retire and the scope for bargained outcomes in the new regime is limited. This may be to the detriment of older workers and will have implications for the workforce as a whole. Equality, in other words, may come at the expense of a broader conception of fairness.
doi_str_mv	10.1177/0950017014559963
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source	Applied Social Sciences Index & Abstracts (ASSIA); Sage Journals; Sociological Abstracts; JSTOR
subjects	Age discrimination Employees Employment Equality Evaluation Labor force Labour force Later life, working and retirement Older people Older workers Performance appraisal Retirement United Kingdom
title	The (performance) management of retirement and the limits of individual choice
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