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Proving age discrimination in the workplace requires gathering substantial evidence to demonstrate that an employer’s actions were motivated by age-related bias. In California and under federal law, it is illegal to discriminate against employees aged 40 and older. If you have experience age discrimination, contact our Los Angeles age discrimination lawyers at Aegis Law Firm today for legal guidance.
To prove age discrimination, you must provide evidence showing that your age was a substantial factor in the employer’s adverse action. This can be done through:
Statements or comments made by supervisors or colleagues that directly negatively reference age. For example, remarks such as “We need younger talent” or “You are too old for this role” can be strong evidence of bias.
Establishing a pattern of behavior that suggests age discrimination. This may include showing that younger, less experienced employees were hired or promoted while older, more qualified workers were overlooked or terminated.
If your employer suddenly claims poor performance as a reason for termination or demotion, but your performance reviews were consistently positive before the adverse action, this discrepancy can be evidence of pretext.
If the employer implemented policies or practices that disproportionately affect older employees, such as offering early retirement packages or using age as a factor in layoff decisions, this may be considered discriminatory.
Employees aged 40 and older are protected under the Age Discrimination in Employment Act (ADEA) at the federal level and the California Fair Employment and Housing Act (FEHA) at the state level. These laws prohibit employers from making employment decisions based on age, including hiring, firing, promotions, compensation, and training opportunities.
Under the ADEA, employers with 20 or more employees cannot discriminate against older workers in any aspect of employment. Similarly, FEHA applies to California employers with five or more employees and offers broader protections by prohibiting harassment based on age and requiring reasonable accommodations.
If you believe you have experienced age discrimination, take the following steps to protect your rights:
Proving age discrimination requires a strategic approach and solid evidence. Avoid any actions that could be perceived as insubordination or misconduct, as employers may use this as justification for adverse actions unrelated to age discrimination.
If you have faced discrimination based on age and it has led to becoming a hostile work environment, contact our Los Angeles hostile workplace attorneys today.