Remove age limits from job adverts
Avoid phrases like "applicants should be 25-35 years of age", "mature person"
Publicise your vacancies in ways most likely to attract people from a variety of ages.
Give date of birth or age-related information to the individuals who will interview the job applicant
Use phrases like "only people with GCSEs need apply". That would rule out many older workers who left school before GCSEs were introduced
Specify a minimum length of experience, such as five years, as this disadvantages younger workers. The quality and relevance of the experience is important.

Focus on skills, not on stereotypes, by asking job-related questions. For example, a manager can potentially be
a younger or older person
Use people of different ages on the interview panel if possible
Use selection criteria to mark candidates against.
Make assumptions about the capability or medical fitness of someone based purely on their age
Use staff who are not trained in equal opportunities to interview and select candidates.

Make your promotion opportunities open to all staff. Let them know that age is not a barrier and that they will not be regarded as "too old" or "too young"
Promote on the basis of performance that you can measure and potential that is demonstrated - rather than on age or length of service.
Have a cut-off age for promotion.

Base your redundancy decisions on objective job-related criteria and the needs of your business
Consider alternatives to redundancy - like part-time working, natural wastage, and job-sharing.
Use age as a criterion - be careful not to lose the balance of skills and experience that comes from employing a workforce of various ages, training & development

Make sure training is open to all, for example, not overlooking an older person, thinking they may not be interested in career development.
Make assumptions, based on age, on how long someone may work for you.

Introduce and circulate a Retirement Policy (and update your equal opportunities policy) to ensure that your staff understand their rights
Be flexible about retirement in order to reduce capacity without losing valuable workers and their skills.
Force someone to retire below the age of 65 unless you can justify your action
Use retirement as an easy alternative to dealing with poor performance
Fall foul of the new notification requirements.
Unjustified age discrimination (including harassment) in employment will become illegal from October 1 this year
Pay and non-pay benefits that depend on length of service requirements of five years or less or that recognise and reward loyalty and experience and motivate staff to continue
C-stores will have to give employees six to 12 months' notice in writing of their intended retirement date
Employers will have to consider a request to work beyond retirement
C-stores that operate a retirement date below 65 will have to justify or change it.
The age limits on claiming unfair dismissal and redundancy rights will be abolished.