Age should not be a barrier to fair treatment at work. However, many older employees face unfair assumptions that affect their careers. These stereotypes can lead to missed opportunities, job loss and even workplace discrimination.
Below are some common misconceptions about older workers, how they may be treated unfairly and the legal rights that protect them.
Falsehoods about older workers
Older workers are often seen as resistant to change, slower to learn new technology or less productive. These ideas are not based on facts but on harmful assumptions. In reality, many older employees bring valuable experience, a strong work ethic and stability to a company.
Another false belief is that older workers are just “waiting to retire.” This can lead employers to pass them over for training or promotion, even when they are qualified and eager to grow in a new role.
Discrimination against older workers
Discrimination can show up in subtle ways. For example, an older employee may be excluded from meetings, denied new projects or encouraged to leave. In layoffs, age may be a hidden factor in who is let go.
Age-based comments or jokes can also create a hostile environment. Over time, this kind of behavior can damage an older worker’s confidence and career.
Legal protections under federal and state law
The Age Discrimination in Employment Act (ADEA) protects workers aged 40 and older from unfair treatment based on age. It applies to employers with 20 or more workers. The Illinois Human Rights Act offers similar protection at the state level.
Older workers have the right to fair treatment, equal opportunities and a workplace free from bias. If you have faced age discrimination, it may be in your best interest to seek legal guidance.