Tracking employees’ ages for succession planningInformation used to stay prepared for potential retirementsBy Stuart Rudner01/12/2011|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? To Read the Full Story, Subscribe or Sign In Remember Me Forgot Password If you are a current Subscriber, please click here to set-up or update your login information.