In today’s workforce, experience should be an asset, not a liability. Yet for many older employees, age discrimination remains a frustrating and often hidden barrier to fair treatment.
Whether you were passed over for promotion or pushed toward early retirement, age-based bias in the workplace derails careers and livelihoods. Missouri law offers some protection, but only for a specific age group. Those who do not fall into this category may be able to avail themselves of other legal solutions.
Missouri’s age discrimination protections
Under the Missouri Human Rights Act, employers with six or more employees cannot discriminate against those aged 40 to 69 based on age. This covers hiring, firing, promotions, compensation, job assignments and training. However, once a worker turns 70, state-level protections no longer apply. This age cap is unique to Missouri and can leave older workers vulnerable to unfair treatment without recourse under state law.
Federal protections and next steps
Thankfully, federal law fills some of the gaps. The Age Discrimination in Employment Act (ADEA) protects workers aged 40 and older from age-based discrimination. It applies to employers with 20 or more workers and is enforced by the Equal Employment Opportunity Commission (EEOC). If you believe you’re a victim of age discrimination, you can file a charge with the EEOC, which may investigate and pursue remedies on your behalf.
Age discrimination claims can be complex
Complications can arise for victims of occupational age discrimination when state and federal laws overlap. For example, there may be jurisdictional challenges or confusion over which law takes precedence. Someone familiar with state and federal age discrimination laws can explain your rights and help you decide how to move forward.