Age Discrimination

You Have a Right to Work Without Age Discrimination

The Age Discrimination in Employment Act of 1967 (“ADEA”) and a similar Massachusetts law (G.L. c. 151B) were established to protect job applicants and employees 40 years of age and older against discrimination because of age. Age discrimination prohibited by the ADEA and G.L. c. 151B can take many forms, including a preference for younger people in hiring, firing, benefits, compensation, training, job assignments, layoffs, and promotions. It is also unlawful for employers to include age limitations in job postings or advertisements, or to use age as a consideration for admission into apprenticeship programs.

Instances of age discrimination are not always easy to identify. In many cases, they involve occasions in which a person 40 years of age or older was treated differently and worse than a person younger than 40. However, age discrimination is equally illegal among people over age 40, for example, if an older person over 40 years old is treated worse than a younger person who is also over 40.

If you suspect that the terms or conditions of your employment have been made harsher because of your age, you should know that the deadlines for acting under the above laws can be very short.  We can help you analyze your situation and determine if your employer has acted unlawfully. If you have been the victim of age discrimination, we will work with you to try to resolve the situation. Sometimes this might be as simple as making a request of your employer to change the discriminatory environment. Other times, litigation may be required. In any case, we can serve as your partner throughout the process, and our extensive experience will be one of your strongest assets. Contact us today to arrange a consultation.