Abstract
Abstract The abolition of the UK default retirement age (DRA) poses particular challenges for universities. However, it is still unclear how UK universities will respond to this change. To investigate these issues, this article considers theoretical perspectives regarding how organisations respond to change, with a particular focus on reflexive law. It then compares this literature with the results of comparative organisational case studies undertaken with six Australian universities in November 2013. Drawing on comparative analysis of labour laws in Australia and the UK, it considers the extent to which these responses may inform the future reactions of UK universities to the abolition of the DRA.
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