One issue is whether or not it is alright to ask an employee what their future plans and aspirations are in relation to their careers. Whilst you may not think twice about asking someone in their twenties this question, as an employer, or even fellow employee, would you feel comfortable asking someone in their sixties? Is it possible to discriminate against someone for asking such questions?
A recent survey of employers’ attitudes to the abolition of the statutory retirement procedure has returned some interesting results: Over 46% of employers felt that phasing out of the default retirement age would have a negative impact on their business; nearly 50% indicated they would now wait for the employee to raise the subject of retirement before discussing it with them and only 24% of employers had given line managers any form of additional training on retirement and dealing with an ageing workforce.
The reality is that any business needs to make plans for its future and a big part of those plans is the roles of the staff they employ and what they can do to help the business achieve its objectives. Some employers will hold annual meetings or appraisals with their employees which will often involve asking such questions as are you looking to advance throughout the organisation and where do you see yourself in the next five years. By asking these questions the employer and employee can then both work together to decide an action plan of how the goals discussed could be achieved. This not only helps the employee to feel valued and continuously interested in their work, but also the employer to get the best out of their staff. It can also prove to be an insightful exercise into the aspirations of those you work with and how they could help you in alternative ways.
For the above reasons it is not advisable to make assumptions that once someone reaches what was the retirement age or nears it, that they will want to retire. For example, they may want to stay in the company but take on a different role. They may have developed skills outside the workplace that can help other areas of your business and which they will find either less onerous or a new challenge.
ACAS has published guidance on how to conduct discussions and meetings with employees when thinking about their future plans. They advise that asking open questions can provide you with the basis of workplace discussions and can avoid the suggestion of discrimination. They recommend that you 'ask employees about plans and aims for:
• the short term
• the medium term
• the long term.
This will help you to organise training and development and appropriate succession plans, and should not just be limited to older workers. It also allows employees to focus their future goals'. Employers who fear discrimination should ensure that they ask the same questions and make the same meetings with all their employees and not just those they perceive as 'older'. By treating everyone in the same manner you should avoid any potential upsets.