Age Discrimination in Employment Act of 1967

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The Age Discrimination in Employment Act of 1967 (ADEA; 29 U.S.C. § 621 to 29 U.S.C. § 634) is a US labor law that forbids employment discrimination against anyone at least 40 years of age in the United States (see 29 U.S.C. § 631). In 1967, the bill was signed into law by President Lyndon B. Johnson. The ADEA prevents age discrimination and provides equal employment opportunity under conditions that were not explicitly covered in Title VII of the Civil Rights Act of 1964.[1] It also applies to the standards for pensions and benefits provided by employers, and requires that information concerning the needs of older workers be provided to the general public.

Scope of protection[edit]

The ADEA includes a broad ban against age discrimination against workers over the age of forty,[2] and also specifically prohibits:

  • Discrimination in hiring, promotions, wages, and termination of employment and layoffs.
  • Statements of specifications in age preference or limitations.
  • 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 full benefits to younger workers.
  • Since 1986, it has prohibited mandatory retirement in most sectors, with phased elimination of mandatory retirement for tenured workers, such as college professors, in 1993.

Mandatory retirement based on age is permitted for:

  • Executives over age 65 in high policy-making positions who are entitled to a pension over a minimum yearly amount.

The ADEA applies to employers who employ at least twenty employees on a regular basis within the current or prior calendar year.[3]


The ADEA was first amended in 1986, and then again in 1991 by the Older Workers Benefit Protection Act (Pub. L. 101-433) and the Civil Rights Act of 1991 (Pub. L. 102-166).

Case law[edit]

The ADEA differs from the Civil Rights Act in that the ADEA applies to employers of 20 or more employees (see 29 U.S.C. § 630(b)) rather than 15 or more employees. Both acts do, however, only apply to employers in industries affecting interstate commerce. The 20 employees can include overseas employees.[4]

The ADEA protects US citizens working for US employers operating abroad except where it would violate the laws of that country.[5][6]

An age limit may be legally specified in the circumstance where age has been shown to be a "bona fide occupational qualification [BFOQ] reasonably necessary to the normal operation of the particular business" (see 29 U.S.C. § 623(f)(1)). In practice, BFOQs for age are limited to the obvious (hiring a young actor to play a young character in a movie) or when public safety is at stake (for example, in the case of age limits for pilots and bus drivers).

The ADEA does not stop an employer from favoring an older employee over a younger one, even when the younger one is over 40 years old.[7]

The United States Supreme Court, in Meacham v. Knolls Atomic Power Lab, 554 U.S. 84 (2008), held that the employer, not the employee, bears the burden of proving that a layoff or other action that hurts older workers more than others was based not on age but on some other “reasonable factor.”[8]

In Gomez-Perez v. Potter (2008), the Supreme Court allowed federal workers who experience retaliation as a result of reporting age discrimination under the law to sue for damages.

In Kimel v. Florida Bd. of Regents, 528 U.S. 62 (2000), the Supreme Court held that state employees cannot sue states for monetary damages under the ADEA in federal court. The EEOC may still enforce the ADEA against states, and state employees may still sue state officials for declaratory and injunctive relief.[9]


ADEA remedies include compensatory and punitive damages for employee or damages if reinstatement is not feasible and/or employer's violation is intentional.


Statutory[5] defenses to ADEA claims include:

  • Employers may enforce waivers of age discrimination claims made without EEOC or court approval if the waiver is "knowing or voluntary."[10]
  • Valid arbitration agreements between employers and employees covering the dispute are subject to compulsory arbitration and no court action can be brought.[11]
  • Employers can discharge or discipline an employee for "good cause," regardless of the employee's age.
  • Employers can take an action based on "reasonable factors other than age."
  • Bona fide occupational qualifications, seniority systems, employee benefit or early retirement plans.
  • Voluntary early retirement incentives.

See also[edit]


  1. ^ Glenn, Jeremy J.; Little, Katelan E. (November 2014). "A Study of the Age Discrimination in Employment Act of 1967". GPSolo. 31 (6).
  2. ^ Larson, Aaron (25 July 2016). "Age Discrimination Law". ExpertLaw. Retrieved 28 September 2017.
  3. ^ "Thresholds for Coverage Under Employment-Related Laws". Texas Workforce Commission. Retrieved 28 September 2017.
  4. ^ "Morelli v. Cedel 141 F.3d 39, 45 (2nd Cir. 1998)". Google Scholar. Google. Retrieved 28 September 2017.
  5. ^ a b See subsection (f)(1), "29 U.S. Code Sec. 623 - Prohibition of age discrimination". Legal Information Institute. Cornell Law School. Retrieved 28 September 2017.
  6. ^ "Mahoney v. RFE/RL, Inc., 47 F.3d 447, 449 (DC Cir. 1995)". Google Scholar. Google. Retrieved 28 September 2017.
  7. ^ General Dynamics Land Sys., Inc. v. Cline, 540 U.S. 581 (2004)
  8. ^ Greenhouse, Linda (June 20, 2008). "A Supreme Court Victory for Older Workers". New York Times. Retrieved March 1, 2012.
  9. ^ Feder, Jody. "The Age Discrimination in Employment Act (ADEA): A Legal Overview" (PDF). Congressional Research Service, June 23, 2010, p. 2. Archived from the original (PDF) on 5 July 2011. Retrieved 3 November 2011.
  10. ^ "Blakeney v. Lomas Information Systems, Inc. 65 F3d 482, 484 (5th Cir. 1995)". Google Scholar. Google. Retrieved 28 September 2017.
  11. ^ "ilmer v. Interstate/Johnson Lane Corporation 500 US 20, 26, 111 S.Ct. 1647, 1652 (1991)". Google Scholar. Google. Retrieved 28 September 2017.

External links[edit]