Age guidance

The ECU publication Age equality and admissions to higher education sets out how the Employment Equality (Age) Regulations 2006 affect those responsible for student admissions to higher education institutions (HEIs), and includes some frequently asked questions relating to under-18s on campus. It complements a previous ECU publication, General Guidance Note on Age and Student Issues, which includes guidance on minimum and maximum ages on entry.

A briefing on Age limits on access to medical, healthcare and social work professions, prepared by ECU and Eversheds LLP, also supplements the General Guidance Note on Age and Student Issues. The briefing seeks to address widespread concern in the sector about the impact of the Age Regulations (2006) on age limits in courses relating to the caring professions.
It will be of interest to a wide range of staff in higher education, including heads of HEIs, admissions and registry staff, student services staff, equality and diversity practitioners, and student officers and representatives. It may also be of interest to further education colleges.

A literature review, The impact of age discrimination legislation on the higher education sector, was commissioned by ECU in response to the UK legislation regarding age discrimination. It aims to answer the question: What lessons can be learned from the experience of other countries with regard to the implementation of age legislation in the UK higher education sector?

A good practice guide on managing age diversity for staff in higher education has been published by the Oxford Brookes Centre for Diversity Policy Research. The resource guide, Developing good practice in managing age diversity in the HE sector, looks at the experiences and perceptions of age discrimination in relation to matters such as retirement and the recruitment of younger staff.  

Guidance Notes

• Guidance Note 1: Pay and benefits describes the impact of age discrimination legislation on pay and benefits.
• Guidance Note 2: Recruitment, selection and promotion looks at the impact on recruitment and selection.
• Guidance Note 3: Performance management examines performance management.
• Guidance Note 5: Staff development and training
• Guidance Note 6: Retirement, pensions and redundancy is the final guidance note in this series.