就业平等（年龄）条例2006 [ 1 ]（“条例”）于2006年10月1日生效，使年龄歧视非法在英国的第一次。因此，对于所有雇主，不论是在公营或私营机构，歧视个人的年龄，而不是他们的能力，在就业，职业训练和继续教育，现在是非法的。该规例涉及就业的各个方面，包括招聘[ 2 ]，条款和条件[ 3 ]，薪酬福利，转让，促销或培训[ 4 ]，冗余[ 5 ]，退休，解雇或任何其他损害[ 6 ]。除雇员外，根据年龄歧视工人、求职者、受训人士及自雇人士亦属违法。在某些情况下，前雇员[ 7 ]也将得到权利的规定（例如，关系到雇主拒绝为他们的年龄的原因提供参考），年龄歧视法适用于所有的个人工作年龄和国民健康服务（“服务”）的雇主需要确保战略已经到位，防止各种形式的年龄歧视的组织内。适当的制度是必要的，以确保在NHS的就业做法是非歧视性的。在卫生服务业的雇主将互相竞争，在劳动力市场的招聘和保留员工，良好的年龄差异的政策和做法将进一步这个目标。
The Employment Equality (Age) Regulations 2006 (“the Regulations”) entered into force on 1st October 2006, making age discrimination unlawful in the UK for the first time. As a result, it is now unlawful for all employers, whether in the public or private sector, to discriminate on the grounds of an individual’s age, as opposed to their competence, in relation to employment, vocational training and further education. The Regulations relate to various aspects of employment, including recruitment, terms and conditions, pay and benefits, transfers, promotions or training, redundancy, retirement, dismissal or any other detriment. In addition to employees, it is also unlawful to discriminate against workers, job seekers, trainees and the self-employed on grounds of age. In certain circumstances, former employees will also be afforded rights under the Regulations (for example, in relation to an employer’s refusal to provide a reference for reasons of their age).The age discrimination legislation applies to all individuals of working age and National Health Service (“NHS”) employers need to ensure that strategies have been put in place to protect against all forms of age discrimination within their organisation. Appropriate systems are necessary to ensure that employment practices within the NHS are non-discriminatory. Employers within the health service will be competing against each other in the recruitment and retention of staff in the labour market, and good age diversity policies and practices will further this goal.