Search

Federal and state laws should prohibit maximum hiring ages and mandatory retirement ages for all workers. This should include public-safety employees.

Policymakers should strengthen regulations to prohibit inquiries about age and date of birth in job applications.

Employer-provided benefits are an essential part of job quality, and they contribute significantly to employees’ overall compensation packages.

Policymakers should protect the rights of older workers and workers with disabilities to receive fair and nondiscriminatory benefits.

Employers should use voluntary, nondiscriminatory exit and ERIs for employees of all ages.

Discriminatory employment practices can take a variety of forms.

Policymakers should use regulatory and legislative measures to prohibit discrimination against the following groups of workers:

Pre-dispute mandatory and binding arbitration as a condition for employment should be prohibited (see also 

The success or failure of the Age Discrimination in Employment Act (ADEA) depends on the actions of both federal and state agencies.

The EEOC should give due attention to an aging workforce and maximize protections for older workers under the Age Discrimination in Employment Act (ADEA).