Age discrimination isn’t always blatant. Sometimes, it takes the form of subtle exclusion—such as when older workers are passed over for professional development or new training opportunities. These actions can limit advancement, reduce earning potential, and create a hostile work environment.
If you’ve been repeatedly left out of workplace training programs because of your age, PLBH can help you gather evidence and file a claim to protect your rights.
Understanding Age Discrimination Under the Law
Federal and state laws protect employees from discrimination based on age. Under the Age Discrimination in Employment Act (ADEA) and related state statutes, it’s illegal for employers to treat workers aged 40 or older less favorably than younger employees in any aspect of employment—including hiring, promotion, or training.
Discrimination can take many forms, including:
- Denying access to new training programs
- Excluding older employees from leadership development or technology workshops
- Offering fewer advancement opportunities
- Making negative comments about retirement or age-related ability
Even subtle or indirect actions can qualify if they create a pattern of unequal treatment.
Recognizing Discriminatory Patterns
Employers may not openly admit to excluding older workers, so spotting discrimination often requires identifying consistent patterns.
Signs of potential bias include:
- Younger employees being sent to seminars or certifications while older staff are ignored
- Management comments implying training is “not necessary” for senior employees
- Sudden changes in advancement policies that disadvantage older workers
- Job performance reviews that mention “adaptability” or “energy” in a biased way
If you notice a recurring theme of being passed over, document each incident in writing and keep copies of internal communications.
Gathering Evidence to Support Your Case
To prove age discrimination, you’ll need more than feelings or assumptions—you’ll need evidence that training opportunities were denied based on age rather than performance or job role.
Helpful documentation includes:
- Company emails or memos about training eligibility
- Witness statements from coworkers
- Records showing younger employees with similar roles received training
- Performance reviews demonstrating your qualifications
PLBH can analyze this evidence to show a pattern of unfair treatment and build a strong case against your employer.
How to File an Age Discrimination Claim
If you suspect discrimination, you can pursue legal remedies through both administrative and court channels.
- Report your concerns internally if your company has an HR or equal opportunity policy.
- Document every instance of exclusion or age-based comments.
- File a complaint with the Equal Employment Opportunity Commission (EEOC) or the state’s fair employment agency.
- Consult PLBH for legal guidance to ensure deadlines are met and your claim is properly filed.
Your attorney can represent you in settlement negotiations or, if necessary, in litigation against your employer.
Remedies Available for Age Discrimination
If your claim is successful, you may be entitled to:
- Back pay for lost promotion or raise opportunities
- Compensation for emotional distress
- Reinstatement into training or advancement programs
- Attorney’s fees and legal costs
In some cases, employers who acted willfully may also owe liquidated damages, doubling the amount of back pay owed.
Protecting Your Right to Equal Opportunity
Every employee—regardless of age—deserves fair access to training and professional growth. If your employer has consistently excluded you from opportunities due to your age, contact PLBH at (800) 435-7542. Our legal team will investigate your claim and help you pursue justice under the law.