A solicitor who says she was forced out of her practice at the age of 63 has won her age discrimination case, Law Society Gazette reports.

The ruling in her favour means the tribunal accepted that the solicitor's departure from the firm was linked to her age, rather than to any legitimate performance or conduct grounds.

The decision adds to the body of employment litigation in which older legal professionals have challenged their treatment within law firms and legal employers. Age discrimination claims under the Equality Act 2010 permit claimants to pursue remedies where they can show that age was a factor in detriments such as dismissal, forced retirement or exclusion from partnership decisions.

For practitioners, the outcome serves as a reminder that law firms remain exposed to age discrimination claims when restructuring, de-equitisation or retirement discussions affect solicitors approaching or past typical retirement age. Employment lawyers advising firms should ensure that any exit process involving older lawyers is documented with clear, age-neutral business reasons and consistent application of performance criteria.

The tribunal's finding in the solicitor's favour opens the way for remedies, the assessment of which typically follows a favourable liability determination. Compensation in age discrimination claims is not subject to a statutory cap.

Details of the remedy, the firm involved and the level of compensation were not contained in the initial report.