I Didn’t Get the Job Because I Was Younger Than Everyone Else: Understanding Age Discrimination Against Younger Workers

Age discrimination is often thought of as something that affects older employees, but younger workers can also face bias in the workplace. In industries or roles where experience is highly valued, younger candidates may be overlooked despite their qualifications. If you believe you were denied a job solely because of your age, you may have experienced discrimination.

At Gordon Law Group LLP, we fight for employee rights, including those impacted by workplace bias. In this blog, we explore the nuances of age discrimination against younger workers, the legal protections available, and how you can take action if you’ve been treated unfairly in the hiring process.

What Is Age Discrimination for Younger Workers?

Age discrimination occurs when an employer makes hiring, firing, promotion, or other employment decisions based on age rather than merit. While the Age Discrimination in Employment Act (ADEA) protects workers aged 40 and older, younger employees are not explicitly covered. However, age-based hiring practices can still violate broader anti-discrimination laws, especially if they intersect with other protected characteristics.

For instance, if you were denied a job because the employer assumed younger workers lack “maturity” or “leadership,” this could reflect implicit bias. In some cases, discriminatory hiring practices may also contradict Massachusetts employment discrimination laws, which provide additional protections for workers.

For more context on workplace equity, explore the U.S. Equal Employment Opportunity Commission’s resources for understanding age and other forms of employment discrimination.

Signs of Age Bias in Hiring Decisions

It’s not always easy to identify age discrimination, especially when it’s subtle. Here are some red flags:

• Comments About Your Youth: Remarks like “You seem too young for this role” or “We’re looking for someone more seasoned” may indicate bias.
• Overemphasis on Experience: Job postings with unnecessarily high experience requirements can be a way to exclude younger candidates.
• Preference for Older Employees: Employers who explicitly state a preference for older workers or make decisions that disproportionately favor them may be engaging in discriminatory practices.
• Unclear Hiring Standards: If you feel that the hiring criteria were vague or inconsistently applied, this could suggest an unfair process.

If you’ve experienced any of these situations, understanding the broader context of discriminatory termination and hiring practices can help clarify your rights.

Legal Protections for Younger Workers

While the ADEA does not protect workers under 40, other laws and legal principles may still provide recourse:

• Intersection with Other Discrimination Laws: If age bias is tied to another protected characteristic, such as gender or race, it may violate anti-discrimination laws.
• Massachusetts State Laws: The Massachusetts Fair Employment Practices Act provides additional workplace protections that may apply to younger workers.

Employers must also adhere to regulations around transparency and fair treatment, as highlighted in the new Massachusetts pay transparency law.

For an in-depth look at employee rights and workplace protections, visit Workplace Fairness, a resource for understanding employment laws and advocating for fair treatment.

Steps to Take If You’ve Experienced Age Discrimination

If you suspect age discrimination during the hiring process, here’s what you can do:

• Document the Process: Keep detailed records of job postings, interview notes, and any comments that suggest bias.
• Seek Clarification: Politely ask why you weren’t selected for the position. Employers are not obligated to provide this information, but their response may provide valuable insights.
• Research Employer Practices: Look for patterns in the company’s hiring practices. If the organization consistently favors older candidates, this may indicate systemic bias.
• Consult an Employment Attorney: An experienced attorney can help you evaluate whether the employer violated any state or federal laws. At Gordon Law Group LLP, we specialize in identifying discriminatory practices and advocating for employees.

How Gordon Law Group LLP Can Help

At Gordon Law Group LLP, we understand how frustrating it can be to feel unfairly judged based on age rather than qualifications. Our team can help you:

• Assess whether your case involves age discrimination or other violations of employment laws.
• File a formal complaint with the Massachusetts Commission Against Discrimination (MCAD) or pursue legal action.
• Advocate for fair treatment and compensation, ensuring your voice is heard in the hiring process.

We’ve seen how evolving workplace policies, such as pay transparency laws, are shaping employee rights, and we stay ahead of these trends to better serve our clients.

Why Fighting Age Discrimination Matters

Challenging age discrimination isn’t just about securing your rights—it’s about ensuring a fair and inclusive workplace for everyone. When employers favor one age group over another, they not only limit diversity but also miss out on the unique perspectives and skills that younger workers bring to the table.

Addressing these biases can create lasting change, encouraging employers to adopt fairer, more equitable hiring practices.

Contact Gordon Law Group LLP Today

If you’ve been denied a job because of your age, don’t wait to take action. Contact Gordon Law Group LLP at (800) 403-7755 or visit www.gordonllp.com to schedule a consultation with one of our experienced employment attorneys.

Age discrimination—whether against younger or older workers—has no place in the hiring process. Let Gordon Law Group LLP fight for your rights and help you move forward in your career with confidence.