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Age Discrimination

Older Workers Deserve Equal Opportunities​

Workers over the age of 40 are protected by federal and state laws that prohibit discrimination based on age. However, many employers still engage in illegal practices designed to push older workers out, deny them promotions, or replace them with younger, less experienced employees.
At our firm, we help workers hold employers accountable for age discrimination and fight back when experience is treated like a liability.

What Is Age Discrimination?​

Age discrimination occurs when an employer treats an employee or job applicant less favorably because of their age. Common examples include:
  • Being passed over for promotion in favor of a younger, less experienced colleague.
  • Being laid off or terminated during a “restructuring” that disproportionately impacts older workers.
  • Hearing comments suggesting you’re “too old to keep up” or need to “make room for the next generation.”
  • Being denied training or development opportunities based on assumptions about retirement plans.
  • Job postings that discourage older applicants (e.g., seeking “recent graduates” or “young” candidates).
  • Forced early retirement or pressure to resign due to age-related stereotypes.
These actions may be illegal under both federal and state law.

Laws That Protect Older Workers​

  • Age Discrimination in Employment Act (ADEA): This federal law prohibits discrimination against workers age 40 and older in hiring, firing, promotions, compensation, benefits, and other terms of employment. It applies to private employers with 20 or more employees, as well as to government employers.
  • Pennsylvania Human Relations Act (PHRA): Pennsylvania’s anti-discrimination law provides similar protections and applies to employers with as few as four employees. In some cases, the PHRA may offer broader remedies or procedural advantages.

Age Discrimination Can Be Subtle—But Still Illegal​

Unlike more overt forms of discrimination, age bias often hides behind coded language or “neutral” business justifications. Employers may claim they’re seeking a more “energetic” team or cite vague concerns about “cultural fit.” But if these decisions disproportionately harm older workers, they may violate the law.

We understand how to identify patterns of bias, uncover ageist assumptions, and build strong legal claims based on both direct and circumstantial evidence.

Retaliation Is Also Prohibited​

You have the right to complain about age discrimination without fear of retaliation. If your employer punishes you for speaking up—by demoting you, cutting your hours, reassigning you to undesirable duties, or firing you—that retaliation is itself unlawful and may be grounds for an additional legal claim.

We’re Ready to Help

If you believe you’ve been discriminated against because of your age, don’t wait. There are strict deadlines for filing a claim, and waiting too long could prevent you from recovering damages. Our firm can help you evaluate your options and take the next steps toward justice.

Contact us today to schedule a free case evaluation and find out how we can help you protect your rights.

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