Age Discrimination in Employment Act - Explained
What is the ADEA?
Written by Jason Gordon
Updated at September 26th, 2021
- Marketing, Advertising, Sales & PR
- Accounting, Taxation, and Reporting
- Professionalism & Career Development
-
Law, Transactions, & Risk Management
Government, Legal System, Administrative Law, & Constitutional Law Legal Disputes - Civil & Criminal Law Agency Law HR, Employment, Labor, & Discrimination Business Entities, Corporate Governance & Ownership Business Transactions, Antitrust, & Securities Law Real Estate, Personal, & Intellectual Property Commercial Law: Contract, Payments, Security Interests, & Bankruptcy Consumer Protection Insurance & Risk Management Immigration Law Environmental Protection Law Inheritance, Estates, and Trusts
- Business Management & Operations
- Economics, Finance, & Analytics
- Courses
Table of Contents
What is the Age Discrimination in Employment Act?What does the ADEA protect?What is a Defense to ADEA Discrimination?Discussion QuestionPractice QuestionAcademic ResearchWhat is the Age Discrimination in Employment Act?
The Age Discrimination in Employment Act of 1967 (ADEA) was passed to address discrimination in employment based upon Age. The Civil Rights Act of 1964 and the Equal Employment Opportunity Act do not protect against discrimination based on age, which makes the ADEA the primary law providing this protection.
Next Article: Americans with Disabilities Act (ADA) Back to: EMPLOYMENT DISCRIMINATION
What does the ADEA protect?
The ADEA prohibits employers with 20 or more employees from discriminating against employees who are 40 years of age and older.
The Act protects against disparate treatment and policies that have a disparate impact on covered employees.
Unlike under Title VII, there must be some form of discriminatory intent behind discriminatory impact cases.
What is a Defense to ADEA Discrimination?
An employer may defend an ADEA claim by demonstrating that the discriminatory action or policy was motivated by a reasonable factor other than age.
The employer does not have to show a business necessity, and it does not matter if there is a less discriminatory policy or manner of achieving the employer's objective.
Plaintiffs may achieve reinstatement in their positions and recover damages for violation of the act.
A willful violation may give rise to double the actual damages (including lost wages and any losses resulting from the discrimination).
Lastly, the ADEA allows for an action against employers who retaliate against employees for exercising their rights under the ADEA.
Note: The ADEA has numerous requirements for benefits, pension, and retirement plans that expand upon the protections of the Employee Retirement Income Security Act.
Example: Discrimination may include disparate treatment, such as failing to hire, discharging, or changing benefits. An example of discriminatory impact includes the practice of establishing mandatory retirement dates for employees. A notable exception to this rule is that high-level executives with qualified retirement plans can be forced to retire.
Related Topics
- What are the major Employment Discrimination laws?
- Civil Rights Act of 1866 (1981 Actions)
- Age Discrimination in Employment Act (ADEA)
- Americans with Disabilities Act (ADA)
- The Rehabilitation Act
- Job Accommodation Network
- Genetic Information Non-Discrimination Act (GINA)
- Discrimination in Health Coverage
- Health Insurance Portability and Accountability Act (HIPAA)
- Affordable Care Act (ACA)
- Uniform Service Employment and Reemployment Rights Act (USERRA)
- Sexual Orientation and Identification
- What is Affirmative Action?
Discussion Question
Why do you think the Federal Government seeks to protect individuals above 40 years of age from discrimination? Why do you think the legal standard for proving a disparate impact case requires a showing of intent by the employer to discriminate? Is this change in standard fair or does it unduly benefit employers? Why?
Practice Question
Arthur is in his mid-fifties. He is applying for a job at ABC Corp to be a software engineer. He meets all of the qualifications for the job. During the interview, it became obvious that the interviewer was worried that his computer skills and work speed would be negatively impacted by his age. One of the questions from the interviewer queried whether Arthur finds himself at a disadvantage when working on projects with 20-year-old colleagues? Arthur did not get the job. Do you think Arthur has a legal cause of action against ABC Corp?