Tracking employees’ ages for succession planning

Information used to stay prepared for potential retirements
By Stuart Rudner
|Canadian Employment Law Today|Last Updated: 01/12/2011

Question: Since mandatory retirement has been abolished, is it a violation of human rights law for employers to document and track an employee’s age as part of a succession planning strategy? I have seen replacement planning charts listing potential successors for a position which include the candidates’ ages. An employee’s age provides useful information about how close that employee may be to retirement. However, don’t all employees have the right to be treated equally without reference to age?