Search

How can we help?

Icon

Retirement policy for football referees falls foul of the Age Regulations

In Martin and others v Professional Game Match Officials Ltd, an employment tribunal has found that a policy of retiring football assistant referees at age 48 constitutes direct age discrimination that cannot be justified.

Age discrimination is unique amongst other forms of discrimination because direct age discrimination is permitted if it can be justified.  Regulation 3 of the Age Regulations provides that treatment which is a proportionate means to achieving a legitimate aim will not fall foul of the general prohibition against less favourable treatment on the grounds of age.  It was accepted that the referees` employer, the Professional Game Match Officials Limited (PGMOL), had adopted a discriminatory retirement policy, which meant that the Claimants had been treated less favourably on the grounds of their age than PGMOL would have treated other persons not of that age.  The issue before the tribunal was, therefore, whether or not that treatment could be justified.

The tribunal considered that PGMOL, in setting a discriminatory retirement policy, had the legitimate aim of creating of a career route for assistant referees.  The tribunal held, however, that the retirement policy could only be a proportionate means of achieving that legitimate aim if it could be shown that there was no less discriminatory way of achieving the creation of a career route.  The tribunal identified several alternative ways in which PGMOL could have achieved its aim in a less discriminatory way, finding that the retirement policy was not proportionate and therefore not capable of justification.  The Claimants` claims of direct age discrimination succeeded.

Monica Atwal

Managing Partner

View profile

+44 118 960 4605

The tribunal identified several alternative ways in which PGMOL could have achieved its aim in a less discriminatory way, finding that the retirement policy was not proportionate and therefore not capable of justification.

About this article

Disclaimer
This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice. Please refer to the full General Notices on our website.

Monica Atwal

Managing Partner

View profile

+44 118 960 4605

About this article

Read, listen and watch our latest insights

art
  • 04 July 2025
  • Employment

Update: The ‘Employment Rights Bill Implementation Roadmap’

The Employment Rights Bill is a draft law which is poised to expand the rights of employees, signifying a major overhaul in employment law. The ERB has already been passed by the House of Commons and is currently at the ‘Report Stage’ in the House of Lords.

art
  • 02 July 2025
  • Employment

Day One Rights: What the New UK Employment Bill Means for You and Your Workplace

Let’s unpack what’s changing in the UK Employments Rights Bill, and why it matters, and what both employees and employers should expect.

art
  • 26 June 2025
  • Employment

A shift in EHRC guidance on single sex spaces in the workplace

In a recent significant shift, the Equality and Human Rights Commission (“the EHRC”) has quietly amended its guidance on single sex spaces in the workplace.

art
  • 18 June 2025
  • Employment

Pride Month: How Can You Celebrate as an Employer

The UK held its first Pride Parade in 1972, inspired by events held in major American cities following the Stonewall rebellion in New York in June 1969.

art
  • 13 June 2025
  • Employment

Human Resources – A Shift Towards artificial intelligence?

On 6 May 2025, the SRA authorised the first law firm providing legal services through artificial intelligence. Garfield.Law will provide an AI-powered tool which can assist businesses with the small claims court process, to aid in recovering unpaid debts.

art
  • 11 June 2025
  • Employment

Employment Contracts and Specific Performance

‘Specific performance’ is a type of equitable remedy available, in some circumstances, and at the court’s discretion, for breach of contract; it entails an order by the court which legally compels a party to a contract to fulfil its contractual obligations.