Laws on age discrimination make it unlawful for employers to discriminate against people either because they are young or old.
Employers shouldn’t take account of age when they decide who to give a job to. They shouldn’t really put age limits on job adverts or ask for people’s ages on application forms. It might be alright to ask for experience, which can indirectly discriminate against young people but if someone objects, an employer will have to show that the amount of experience that they are asking for is really needed to do the job. The minimum wage will continue to have lower rates for young people, aged 16-20 than older ones.
However, if your employer gives higher wages or more holidays to workers who have been longest in the job, they may have to prove to a tribunal that they have a good reason for treating long serving employees better than ones with shorter service, if it takes more than 5 years to reach the maximum pay or holiday entitlement.
Your employer should give you a written statement of the main terms and conditions of employment within 2 months of starting. If you don’t get one – ASK. You should also be notified of any subsequent changes.
You should get a wage slip every time you are paid. It should show how your wages are made up. It is against the law for an employer not to pay you or to take money, other than tax and National Insurance, out of your wages unless you have agreed this in writing beforehand, been given a contract explaining it or have a court order.
You have the right not to be discriminated against on the grounds of race, age, sex, disability, religion, belief or sexual orientation, marriage or civil partnership, pregnancy or gender reassignment.