Over the next year many organisations within the HIV sector will be undertaking research on a key issue that we all face. That of Ageing with HIV. In fact this area is very much one of the 'hot topics' at the moment.
This raises many issues on the social support and health needs for a population as they encounter general ageing issues with the implications of HIV.
One group I am involved with is currently working on a piece of research in this area.
However the Terrence Higgins Trust has started the "ball rolling" on this subject with its "50plus" survey.
It is really important that we collect as much data from across all groups and the UK on the issue that will effect us all if not now than one day.
If you can take part in this please see http://www.tht.org.uk/howyoucanhelpus/surveys/ for details on the survey.
I will post more information on new surveys and research projects on this area as they arise.
Thank you.
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We are committed to improving the labour market position of older workers. These welfare reform measures will help make the labour market fairer for jobseekers over 50.
We have aligned our employment support for long-term unemployed people aged 50-59 with those in their 30s and 40s. In addition, we have improved the back-to-work support for jobseekers over 50 and their partners. Pilots are currently testing ways of providing information to help people make decisions about work, training and retirement. We are also working with employers to help them to realise the business benefits of employing older workers as part of a mixed age workforce and to encourage them to adopt flexible working and retirement arrangements.
On 1 October 2006 age discrimination legislation came into force. The legislation makes it unlawful to discriminate on the ground of age in employment and vocational training. It also introduced a default retirement age of 65. It is unlawful for employers to force people to retire below this age unless, in their particular case, they can objectively justify a lower age. Employers don’t have to use age 65, they can choose to have a higher age or no retirement age. Employees also gained the right, and a formal procedure, to request working past their employer's retirement age, which the employer has a duty to consider. An evidence based review of the Default Retirement Age will be carried out in 2011.
More information is available on the Business Link website.
http://www.dwp.gov.uk/policy/welfare-reform/older-people-and-employment/