Age Discrimination in Employment Act

The Age Discrimination in Employment Act of 1967 (Pub. L. 90-202) (ADEA), prohibits employment discrimination against persons 40 years of age or older in the United States. It also sets standards for pensions and benefits provided by employers and requires that information about the needs of older workers be provided to the general public.

Related Topics:
Employment - Discrimination - Age - United States - Pensions

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The ADEA includes a broad ban against age discrimination and also specifically prohibits:

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Statements or specifications in job notices or advertisements of age preference and limitations. An age limit may only be specified in the rare circumstance where age has been proven to be a bona fide occupational qualification (BFOQ);

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Discrimination on the basis of age by apprenticeship programs, including joint labor-management apprenticeship programs; and

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Denial of benefits to older employees. An employer may reduce benefits based on age only if the cost of providing the reduced benefits to older workers is the same as the cost of providing benefits to younger workers.

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It was later amended by the Older Workers Benefit Protection Act (Pub. L. 101-433) and the Civil Rights Act of 1991 (P.L. 102-166).

Related Topics:
Older Workers Benefit Protection Act - Civil Rights Act of 1991

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