O'Neill v Fairview Motors Limited [2012]

This is an interesting case on age discrimination in both conditions of employment, in this case, access to training programmes, and through a subsequent mandatory retirement. The complainant, a car mechanic, was approaching the age of 65, which he reached in July 2007. His employer approached him in May 2007, indicating that he would be retiring on his 65th birthday. The complainant disputed this and it was agreed that he should work for at least another year, in order to meet the requirements of a pension scheme in the industry. In the meantime, he was no longer put forward for training programmes, which were considered essential to update skills as a car mechanic, while younger