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Age Discrimination Course
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This CPD-accredited Age Discrimination Course explores ageism, changing demographics, lawful and unlawful age discrimination, communication and relevant legislation. Learners develop the knowledge to recognise age-related bias, challenge stereotypes and support fair, inclusive treatment. The course is suitable for staff and managers across healthcare, social care, HR, education and other workplaces where people of different ages work together or access services.
Age Discrimination Course Summary
Course Name: Age Discrimination Course
Duration: 1 Hour
Delivery: Online Training Course
Certificate Included: Instant Digital Certificate
Accreditation: CPD Accredited – 1 CPD Point
Suitable For: Employees, managers, HR professionals, healthcare and social care staff, educators, legal professionals, carers and other workplace professionals
Assessment: Online Multiple Choice Test
Access: Instant Access – 12 Months
Duration
1 hour
CPD Points
1
Last Updated:
25 Jul 2026
What is Age Discrimination training?
Age Discrimination training helps learners recognise when people may be treated unfairly because of their age or perceived age and understand how age-related assumptions can affect employment, communication and service delivery.
Age is a protected characteristic under the Equality Act 2010 in Great Britain. Age discrimination can include direct discrimination, indirect discrimination, harassment and victimisation. The law also contains specific circumstances where different treatment because of age may be objectively justified.
The Age Discrimination Course examines ageism, demographic change, age-related language, lawful age discrimination and the legal framework surrounding age. Learners consider how stereotypes can influence decisions and interactions and how to challenge discriminatory attitudes and practices.
The training supports employees and managers in applying equality principles to recruitment, employment, healthcare, social care and everyday workplace interactions.
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Who Is This Course For?
The Age Discrimination Course is suitable for employees and managers who work with colleagues, patients, service users, customers or members of the public of different ages.
It is particularly relevant to HR professionals and recruiting managers; healthcare professionals working with older or younger patients; care workers, support workers and social workers; care home and domiciliary care staff; managers and supervisors; educators and trainers; legal and employment professionals; policy and equality leads; and employees responsible for delivering public-facing services.
The course can be used for induction, refresher training, equality and diversity programmes or continuing professional development. It is especially useful for anyone involved in recruitment, promotion, performance management, workplace communication, service delivery or decisions that could unintentionally disadvantage a particular age group.
Key Benefits
✓ Recognise age discrimination, ageism and age-related stereotyping
✓ Understand how age is protected under equality legislation
✓ Identify potentially discriminatory workplace practices and behaviours
✓ Apply more inclusive communication when working with different age groups
✓ Recognise when different treatment because of age may be lawful
✓ Support fairer recruitment, employment and service delivery practices
Course Modules
- Promoting Understanding of Equality, Diversity, & Human Rights: Age Discrimination – Course Introduction
- Defining Age
- Changing Demographics
- Ageism
- Ageism Laws
- Lawful Age Discrimination
- Tackling Age Discrimination
- Communication and Language
- Age Legislation
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Learning Outcomes
| Learner Outcome                                                           | Covered |
|---|---|
| Define age and age groups in the context of discrimination | ✓ |
| Explain how changing demographics can affect workplaces and services | ✓ |
| Recognise common examples of ageism and age-related stereotyping | ✓ |
| Identify how age discrimination can affect colleagues, patients and service users | ✓ |
| Explain the main legal protections relating to age discrimination | ✓ |
| Distinguish between potentially unlawful and lawful age-related treatment | ✓ |
| Recognise circumstances in which age-related treatment may be objectively justified | ✓ |
| Identify practical ways to challenge and reduce age discrimination | ✓ |
| Recognise ageist assumptions in workplace communication and language | ✓ |
| Apply inclusive communication principles when interacting with different age groups | ✓ |
| Identify workplace practices that could disadvantage particular age groups | ✓ |
| Explain how equality principles can be applied in health and social care environments | ✓ |
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What Our Learners Say?
“Clear explanation of age discrimination with useful examples I could relate to our workplace.”
Claire Mitchell
HR Manager
“Helped me recognise how assumptions about age can affect communication and care decisions.”
Daniel Poster
Senior Care Assistant
“Concise and practical. The sections on ageism and appropriate workplace language were particularly useful.”
Priya Shah
Team Leader
4.87/5 from 249+ learners
Why Is Age Discrimination training important?
Age discrimination can affect recruitment, promotion, training opportunities, workplace relationships and the way services are provided. Assumptions that someone is too young, too old, inexperienced or unable to adapt can result in unfair decisions and undermine an inclusive workplace.
In healthcare and social care, age-related stereotypes may also affect communication, dignity, choice and access to appropriate services. Training helps workers recognise these risks and make decisions based on individual circumstances rather than assumptions about age.
The Age Discrimination Course supports professional competence by helping learners identify ageism, use respectful language and challenge inappropriate behaviour. For employers, effective equality training can form part of wider measures to prevent discrimination, promote inclusive working practices and demonstrate that reasonable steps are being taken to uphold appropriate workplace standards.
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Is Age Discrimination training a legal requirement in the UK?
There is no general legal requirement stating that every UK employee must complete a specific Age Discrimination training course.
However, employers must comply with applicable discrimination law. In Great Britain, the Equality Act 2010 protects age as a protected characteristic and prohibits various forms of discrimination, harassment and victimisation in employment. Employers can also be liable for discriminatory acts committed by employees in the course of employment, subject to statutory defences.
Acas advises employers to take steps to prevent age discrimination, including addressing inappropriate behaviour, stereotypes and unconscious bias.
Northern Ireland has separate equality legislation, including the Employment Equality (Age) Regulations (Northern Ireland) 2006.
Providing appropriate Age Discrimination training can therefore help employers educate staff, reduce discriminatory behaviour and demonstrate practical measures to promote equality and comply with their responsibilities.
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Age Discrimination training FAQ?
What is age discrimination?
Age discrimination occurs when someone is treated unfairly because of their age or age group. In Great Britain, age is a protected characteristic under the Equality Act 2010. Workplace age discrimination can include direct discrimination, indirect discrimination, harassment and victimisation and can affect people of any age.
Who needs Age Discrimination training?
Age Discrimination training is relevant to employees, managers, supervisors, HR teams, recruiters and professionals who work with people of different ages. It is particularly useful in healthcare, social care, education, public services and customer-facing organisations, as well as for anyone involved in recruitment, promotion, training or employment decisions.
Is Age Discrimination training a legal requirement?
There is no general law requiring every employee to complete a named Age Discrimination training course. However, employers must comply with applicable equality and discrimination legislation. Training can be an important practical measure for helping staff recognise discriminatory behaviour and supporting an employer’s wider approach to preventing workplace discrimination.
How long does the Age Discrimination Course take?
The Caredemy Age Discrimination Course takes approximately 1 hour to complete. It is delivered online, allowing learners to work through the training flexibly. Successful completion of the course and assessment provides an instant digital CPD-accredited certificate and awards 1 CPD point.
What are examples of age discrimination at work?
Examples can include rejecting an applicant because they are considered too old or young, making ageist comments, excluding employees from development opportunities because of assumptions about retirement, or applying workplace rules that disproportionately disadvantage a particular age group without objective justification. Whether conduct is unlawful depends on the circumstances and applicable legislation.
Can age discrimination affect younger workers?
Yes. Age discrimination protections are not limited to older workers. A younger employee or applicant can also experience discrimination because of their age or age group. Examples could include assumptions that a younger worker is irresponsible, inexperienced or unsuitable for responsibility purely because of age rather than their actual skills, experience or performance.
Can treating someone differently because of age ever be lawful?
Yes, in certain circumstances. Under the Equality Act 2010, direct age discrimination can potentially be objectively justified where the treatment is a proportionate means of achieving a legitimate aim. There are also specific statutory exceptions. Employers should not assume that an age-based rule is lawful simply because there appears to be a business reason for it.
How often should Age Discrimination training be refreshed?
There is no universal statutory refresher interval for Age Discrimination training. Employers should determine refresher frequency according to organisational risk, policies, workforce needs and changes to legislation or guidance. Refresher training may also be appropriate following discriminatory incidents, complaints, policy changes or where managers and employees need their knowledge reinforced.
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