A UK employment tribunal has held that a 42 year-old man, dismissed for redundancy at the same time as the employer was actively seeking to recruit a replacement who was "younger" and "entrepreneurial", was the victim of age discrimination. The tribunal held that the use of the word "younger" was sufficient to shift the burden of proof to the employer and require an explanation. The employer had persisted in using the wording in its brief to head hunters, against the advice of its Head of HR, and the tribunal found its explanation that they used it to mean "less senior" unconvincing. The tribunal was not satisfied that age had not been a factor in the decision. Mr Beck therefore won his claim. This is a useful reminder to employers of the type of language that tribunals may consider to amount to evidence of potential discrimination. Terms, such as "younger" and "dynamic" that might indicate that a younger person is preferred for a job or promotion, should be avoided (Beck v Canadian Imperial Bank of Commerce).