The basic position is that the substance of previous law making it unlawful to discriminate against a person because of age in the employment field remains unchanged by the Equality Act 2010 (see generally notes at Age discrimination ).

Of course the general changes which outlaw discrimination by association and perceived discrimination apply to age discrimination as to the other strands of discrimination from 1st October 2010 (see Equality Act 2010/associative and perceived discrimination ).

So too does the general rule, applicable to all strands of discrimination, which ensures that what would otherwise be unlawful discrimination is not unlawful if being of a particular age is an occupational requirement and is "a proportionate means of achieving a legitimate aim" (see Equality Act 2010/direct and indirect discrimination ).

The naming and numbering of relevant provisions are of course quite different from those used previously (with minor exceptions the whole of the Employment Equality (Age) Regulations 2006 SI 2006/1031 as amended, are revoked by Equality Act 2010).