Allen & Overy (A&O) and Addleshaw Goddard are reviewing provisions for older partners, as it emerges that many of the UK's top law firms are still struggling to comply with age discrimination laws brought in two years ago. A&O, which has a UK retirement age of 60, is consulting with the partnership about what it needs to do to bring its policies in line with the law, which came into effect on 1 October, 2006. The consultation is understood to be looking at how to help partners once they have retired as well as how to keep those wishing to stay on. Addleshaws, meanwhile, has launched a new initiative giving older partners the option of choosing a flexible working arrangement, with those nearing the law firm's mandatory retirement age of 62 also being offered career counselling. Linklaters is also thought to be intending to look at the issue next year. Legal Week reported earlier this summer that both Freshfields Bruckhaus Deringer and Clifford Chance were looking at options for their partners as they head towards retirement. The impact of age discrimination rules on law firms has come to the fore recently as Field Fisher Waterhouse prepares to face an employment tribunal. The firm's head of trademark and brand protection, John Olsen, has issued a claim of age discrimination and harassment against the law firm. Many firms have already brought in some changes, such as increasing the mandatory retirement age or axing it all together like Ashurst and Berwin Leighton Paisner. However, firms also need to be able to justify the position they have adopted.
September 25, 2008 at 09:12 AM
1 minute read
The original version of this story was published on Legalweek
Allen & Overy (A&O) and Addleshaw Goddard are reviewing provisions for older partners, as it emerges that many of the UK’s top law firms are still struggling to comply with age discrimination laws brought in two years ago.
A&O, which has a UK retirement age of 60, is consulting with the partnership about what it needs to do to bring its policies in line with the law, which came into effect on 1 October, 2006.
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