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The (performance) management of retirement and the limits of individual choice

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posted on 2014-10-28, 11:30 authored by Vanessa Beck, G. Williams
The removal of the default retirement age in the UK has been broadly welcomed as the disposal of an age-discriminatory measure. It is argued here that a focus on formal equality has been at the expense of a more critical analysis of the employment relations consequences. The central role given to performance measurement allows employers considerable discretion over when employees retire and the scope for bargained outcomes in the new regime is limited. This may be to the detriment of older workers and will have implications for the workforce as a whole. Equality, in other words, may come at the expense of a broader conception of fairness.

History

Citation

Work, Employment and Society, 2015, 29 (2), pp 267-277

Author affiliation

/Organisation/COLLEGE OF SOCIAL SCIENCE/School of Management

Version

  • AM (Accepted Manuscript)

Published in

Work

Publisher

SAGE Publications for British Sociological Association

issn

0950-0170

eissn

1469-8722

Copyright date

2014

Available date

2016-03-06

Publisher version

http://wes.sagepub.com/content/29/2/267.full

Notes

The file associated with this record is embargoed until 12 months after the date of publication. The final published version may be available through the links above.

Language

en

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