Final answer:
Workers made redundant due to retirement age may seek legal recourse under the Age Discrimination in Employment Act in the U.S. or may be entitled to substantial severance or retraining packages in European countries. They also have safety nets like Social Security in the U.S. to rely on. It is crucial for them to be aware of their local labor laws and the protections they offer.
Step-by-step explanation:
Workers who have been made redundant on the grounds of the retirement age have several potential avenues to consider. The Age Discrimination in Employment Act (ADEA) prevents mandatory retirement due to age, and thus provides protection against discrimination for workers 40 years of age and older. This means that if workers feel they have been unfairly dismissed on the grounds of retirement age, they may seek legal remedy for age discrimination. Additionally, in the United States, the retirement benefits offered through Social Security can act as an economic safety net after many years of work, where workers may claim a form of pension upon reaching the full retirement age, which is now 67 for workers born after 1959.
In European countries, the situation might slightly differ. Many European countries provide a combination of welfare and unemployment benefits, alongside rules that impose costs on businesses when hiring and firing. Workers are often entitled to receive substantial severance or retraining packages when being laid off or made redundant. The exact benefits and protections would depend on the country's specific labor laws.It is important for workers to review their local labour laws and possibly seek advice from employment experts or legal counsel to explore their rights and the benefits they may be entitled to if faced with redundancy due to reaching retirement age.