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Age is not an excuse for under-performance If employers use performance discussions and fair dismissal processes across the workforce, managing employee performance without a fixed retirement age should not be an issue. If you have an employee who is not performing to the required standards in their job then you should take action to manage that performance, regardless of the employee’s age. Age-related performance issues need to be tackled whether they are down to youth and inexperience or age and complacency. This needs to be effectively and clearly communicated to all employees, as do other relevant policies such as flexible working, through formal and informal discussions. Some older workers like to make a gradual transition between full-time employment and retirement and flexible working can help bridge this period and allow time for their skills, knowledge and experience to be passed on to colleagues rather than lost from the business.

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