Based on a representative survey of approximately 2000 establishments, the report identifies the extent of age-related policies and practices at work and changes since the Employmnet Equlaity (Age) Regulations were introduced in 2006. It examines age policies and practices in recruitment,promotion, training, pay and other benefits, redundancy and retirment. It also examines employers\\\' attitudes. It provided input into the government's re-assessment of the default retirement age and employers' ability to compulsorily retire employees.

We explore factors affecting workplace survival and growth using nationally representative panel data for the British private sector. We address five policy-relevant questions. First, are young workplaces more vulnerable to closure and low growth than older Ôlike' workplaces? Second, are stand-alone workplaces more vulnerable than those belonging to multi-site firms? Third, do firms' human capital investments enhance survival and growth prospects? Fourth, do those who innovate go on to be more successful? Fifth, is there any evidence of creative job destruction?

We assess fiscal policy from the perspective of fairness between generations and the relationship between this and national saving, in the context where the United Kingdom is one of the lowest saving of all the OECD economies. Cross-section and pooled data suggest that governments are in a position to influence national saving and we set out a simple overlapping generation model to show the effects of national debt, of pay-as-you-benefit systems, and of legacies and movements to land prices as means of effecting transfers between generations.