Is Age Discrimination in UAE Job Market Real? Seeking Insights on Opportunities for Older Workers

Dear HR Pros,

I wanted to augment a discussion... 

Age and Employment Opportunities in the UAE

A mature, well-versed admin person lands in the UAE seeking to restart his "livelihood" at the age of 48. Does he not stand a chance to be employed? Why do recruiters have the mindset that they need "fresh blood"? Are we not unknowingly propagating age discrimination?

Your thoughts, please.

Regards

Employers normally have common stereotypes of people above 45 years of age: that they are not technically up-to-date, demand higher salaries and benefits, don't have much energy to complete tasks, and, last but not least, may struggle with working under supervisors who are much younger than them.

It also depends on the position level they are looking for. They could be considered for a senior management profile but would have fewer opportunities for mid-level positions.

I fully agree with Ritu. In addition, individuals who are above 45 years old tend to have more commitment towards their family. Therefore, it may be difficult for them to continue working for extended periods, and they might request more leave or vacation time.

Regards,

The Equality Act 2010 and Age Discrimination

The Equality Act 2010 provides that both direct and indirect age discrimination can be justified if the treatment or provision in question is a proportionate means of achieving a legitimate aim. This contrasts with other forms of discrimination, where usually only indirect discrimination can be justified.

For example, using phrases like "experienced and mature" in advertisements could be indirectly discriminatory to younger people. However, an employer can attempt to justify that the discrimination is a proportionate way of pursuing business objectives.

Age discrimination encompasses discrimination against both the elderly and younger people at all stages of the recruitment, promotion, employment, and redundancy process.

It is important to emphasize that employers are highly vulnerable if they decide not to interview any job candidates who have reached an age they regard as appropriate for retirement. Employers should, therefore, interview both older and younger candidates, focusing on their skills and ability to do the job rather than age alone.

Both workers and employees are covered under the Equality Act 2010.