The first age discrimination cases are beginning to reach employment tribunals. In the past month there have been reports of at least three cases. A council in Scotland was in breach of the Age Equality Regulations for failing to interview a 63-year-old lecturer for a post at Reid Kerr College. Further south, GAP in Bristol escaped liability after stipulating a minimum age of 25 in an advertisement, but only because the claimant had not in fact applied for the job in question. While it is extremely unwise to advertise in this way, it is not of itself illegal, at least until the regulations are brought into line with other discrimination legislation on this point. Public sector employers will be even more alarmed at reports that an NHS trust in Cornwall decided to settle a claim by employees who had been made redundant on 30 September 2006, the day before the Age Equality Regulations came into effect. The employees’ representative had argued that the Employment Framework Directive could apply directly to public sector organisations, even before the regulations came into effect. This argument was not tested and it is far from certain that it is correct. But the fact that it could be deployed at all may encourage other claims, particularly while we wait for the European Court of Justice to define the exact scope and reach of the Directive.