Aims of the Employer-Justified Retirement Age (EJRA)

Update July 2017

Changes to the University’s EJRA policy, made as a result of recommendations from the EJRA Review Group, have been approved by Congregation. You can read the full report of the Review Group here. These changes will come into effect on 1 October 2017, and these webpages will be updated accordingly over the summer. These changes may affect your employment at the University in a number of ways. In particular:

  • Staff at grades 6 and 7 with an EJRA date later than 1 October 2017 will no longer be required to retire on a set date;
  • If your retirement date is 30 September 2017:  these changes will not affect you, and your retirement date, as specified in your contract, does not change. This includes staff at grades 6 and 7;
  • If your retirement date is 30 September 2018 or later, your retirement date will be pushed back by one year to the 30 September preceding your 69th birthday;
  • If you wish to consider applying for employment beyond your EJRA date, you should do so two years, instead of one year, in advance of your retirement date.

Please note that if your EJRA date is due to change, you can still choose to retire before your contractual retirement date, but will not need to retire until the 30 September preceding your 69th birthday. These changes will not affect your pension age, i.e. the age at which you may take your pension, or your eligibility to apply for flexible retirement.

With regard to the exceptions process, please note that all applications received by the deadline of 30 September 2017 will be considered under the current Aims and Procedure. Future rounds of applications will be considered under revised Aims and Procedure as recommended by the EJRA Review Group.

You can read the Major Issues update on the EJRA here

In the context of the University’s particular structure and procedures, the EJRA is considered to be an appropriate and necessary means of creating sufficient vacancies to meet the Aims set out below:

  • safeguarding the high standards of the University in teaching, research and professional services;
  • promoting inter-generational fairness and maintaining opportunities for career progression for those at particular stages of a career, given the importance of having available opportunities for progression across the generations;
  • refreshing the academic, research and other professional workforce as a route to maintaining the University’s position on the international stage;
  • facilitating succession planning by maintaining predictable retirement dates, especially in relation to the collegiate University's joint appointment system;
  • promoting equality and diversity, noting that recent recruits are more diverse than the composition of the existing workforce, especially amongst the older age groups of the existing workforce;
  • facilitating flexibility through turnover in the academic-related workforce, especially at a time of headcount restraint, to respond to the changing business needs of the University, whether in administration, IT, the libraries, or other professional areas; and,
  • minimising the impact on staff morale by using a predictable retirement date to manage any future financial cuts or constraints by retiring staff at the EJRA.