Well, only six months to go before the next raft of anti-discrimination legislation becomes law.
This time it is the turn of the old and young to gain some additional rights.
The Employee Equality (Age) Regulations come into force in October. They are still technically in draft form but the basics are not expected to change.
In principle there will be terms to prevent less favourable treatment on the grounds of age, with similar definitions which apply in other types of discrimination.
What this means to the unreconstructed is that if you are in the habit of referring to "the old boiler in accounts" you're in serious trouble. Likewise you should try to avoid mentioning the "young bit of stuff" on reception unless you are looking for an early retirement package.
The regulations are going to include job applications as well. There's a bit of a problem here for certain employers who have tried to project a youthful image of their business to attract younger customers.
For example it won't be lawful to turn down a man or woman in their sixties who applies for a job behind the bar in a trendy nightclub exclusively serving twenty-somethings. They'll be able to take the prospective employer to an employment tribunal.
Worse still if your member of staff who interviewed them was rude enough to mention the candidate's wrinkles you will be vicariously liable for his acts. Some people are going to have to change their approach to routine workplace banter or face the consequences.
So what can be done about all of this?
Firstly, you need to review your existing contracts of employment and increase the retirement age to what is expected to be the default age of 65.
Secondly, you need to ensure that the contracts you have do not have age related benefits which discriminate against the young or old. There is said to be a defence of "objective justification" but nobody yet knows what this means. It will take a few cases to reach the Employment Appeal Tribunal before we can be sure.
Arguably the employer who offers the fewest additional contractual benefits runs the lowest risk of a claim - surely not the social intention of the legislation.
Thirdly, do be careful how you advertise any vacancy. Try to avoid words asking for "vigorous" or "energetic" candidates. Equally use of the words "experienced" or "senior" may be dodgy.
Finally, there is a silver lining. It looks as if "office holders" such as company directors and certain partners may be exempt.