It is illegal for employers to consider protected characteristics when making decisions about employment. A worker’s race, religion and sex generally have little to no impact on their ability to perform key job functions.
While the worker’s age can affect their suitability for a position, it is also a protected characteristic. Typically, employers have the right to screen workers for lack of experience. Age discrimination laws do not prevent employers from considering that a worker may be too young to hold the role, but they do impose restrictions on considering a worker’s age after they reach 40.
When companies unfairly consider a worker’s age when considering who to hire, promote or terminate, that act of age discrimination can harm older, experienced professionals.
Older workers may struggle to find equal opportunities
Workplace age discrimination is a relatively common issue, especially in positions that require the use of technology, interactions with the public or physical exertion. Stereotypes and assumptions may lead to employers unfairly denying skilled, experienced older workers equal access to opportunities.
Age discrimination can lead to workers losing their jobs in some cases or experiencing a frustrating plateau after years of aggressive career development. Their wages may stagnate, and they may lose out on critical career development opportunities because their employers unfairly consider their age when making important decisions.
Professionals who lose their jobs, face lost earnings potential or experience other major setbacks due to age discrimination may potentially have grounds for an employment discrimination lawsuit. Reviewing the company’s conduct and the impact the discrimination caused can help workers evaluate their options for fighting back and holding their employers accountable.