New York Age Discrimination Lawyers

Were You Treated Unfairly Because of Your Age?

Age discrimination is a pervasive issue that affects individuals in the workplace, undermining their rights and hindering professional growth. Founded in 2011, Phillips & Associates, PLLC represents employees only — we have never represented employers — and we focus exclusively on employment law, including age discrimination in hiring, promotion, layoffs, and forced retirement.

Our age discrimination attorneys handle every stage of a claim, from filing an EEOC or NYSHRL charge to litigating in state or federal court, and we represent every client on a contingency fee basis, so there are no attorney's fees unless we recover compensation for you.

Call Phillips & Associates, PLLC today at (866) 229-9441 or contact us online to schedule a free consultation with our age discrimination attorneys in New York City.

What Is Age Discrimination?

Age discrimination is the unfair treatment of individuals based on their age, particularly in employment settings. Age discrimination on the job occurs when a worker is treated adversely because of his or her age. 

This discrimination can manifest in various ways, including:

• Repeated questions about when someone is going to retire
• Comments about youthful image or age-related stereotypes
• Layoffs targeting higher-salaried or older workers
• Refusal to invest in an older worker's training
• Providing poor performance reviews based on the worker's age
• Passing over older workers for promotions
• Forcing workers to retire
• Exclusion from professional opportunities or training programs
• Biased hiring, promotion, job assignments, compensation, and termination decisions

Age discrimination can be subtle or overt, taking the form of biased comments, exclusion from professional opportunities, or even systemic practices that disadvantage older workers. 

Regardless of its manifestation, age discrimination is unlawful and has severe consequences for both individuals and the organizations perpetuating such practices.

More examples of age discrimination →

Age Discrimination in the Hiring and Interview Process

Age discrimination occurs when an employer makes decisions based on an applicant's age and not on his or her qualifications, skills, or aptitude. Age discrimination during the hiring process is particularly problematic because it prevents qualified individuals from even entering the workforce or advancing their careers.

Although some employers ask blatantly discriminatory questions during the interview process, many are more subtle in how they go about eliciting impermissible information during an interview.

Examples of direct discriminatory questions:

• "When did you graduate from college?"
• "Do you have a driver's license?" or "Can you legally drink alcohol?"
• "When do you plan to retire?"
• "Are you comfortable working with younger managers?"

Examples of subtle discriminatory practices:

• Making assumptions based on appearance that suggest someone is "too old" for the position
• Showing preferential treatment to younger candidates with similar qualifications
• Focusing excessively on "energy levels" or "adaptability to new technology"
• Comments about wanting a "fresh perspective" or "young blood"

If you participated in an employment interview and believe that you were subjected to age discrimination during the process, you may be entitled to compensation.

What Laws Prohibit Age Discrimination in New York?

Federal, state, and New York City laws protect employees against age discrimination. Several key pieces of legislation work together to create a comprehensive framework safeguarding individuals from age-based discrimination.

Federal Laws

• Age Discrimination in Employment Act of 1967 (ADEA): This federal law protects employees and job applicants aged 40 and older. It applies to employers with 20 or more employees.
• Older Workers Benefit Protection Act of 1990 (OWBPA): This law provides additional protections regarding benefits. Your employer can only reduce your benefits based on age if the cost of providing the reduced benefits to older employees costs the same amount as giving younger employees benefits. Your employer cannot deny you benefits because you are older.

State and Local Laws

• New York State Human Rights Law (NYSHRL): The state law protects individuals of all ages from discrimination. It applies to employers of any size and covers a broader range of employment practices. All employers in the state of New York, regardless of size, are prohibited from making firing, hiring, or other employment decisions based on age.
• New York City Human Rights Law (NYCHRL): Our age discrimination attorneys may also be able to pursue damages under this local law, which provides extensive protections against age discrimination. These protections also apply to independent contractors.

Taking on an age discrimination case under NY law →

Exceptions

It is very rare that age is an acceptable factor for an employment decision. However, in the rare circumstance when an employer is able to establish that an age restriction is needed because an employee must be of a certain age to perform the job, age discrimination laws may not apply.

Understanding the Impact of Age Discrimination

In the workplace, age discrimination can have a profound adverse effect on people's career prospects, financial security, and emotional health.

Some common effects include:

• Loss of job opportunities
• Diminished capacity to earn
• Mental health problems and emotional distress
• Adverse effect on overall job satisfaction
• Undermined confidence and self-worth
• Significant hindrance to career development for older workers
• Decreased job satisfaction and increasing turnover rates

Age discrimination can significantly deprive older workers of opportunities to grow within their professions, affecting both immediate financial situations and long-term career aspirations.

What Proof Do I Need in an Age Discrimination Case?

Proving age discrimination requires gathering evidence demonstrating a causal link between the adverse employment action and the individual's age. Common elements include:

• Documentary Evidence: Any relevant documents, such as emails, memos, or performance reviews, indicating discriminatory intent or actions.
• Witness Testimony: Statements from coworkers or supervisors who observed discriminatory behavior or were privy to discriminatory remarks.
• Comparative Evidence: Shows that younger employees with similar qualifications and performance were treated more favorably.
• Pattern of Discrimination: Establishing a history of age-related discrimination within the organization can strengthen the case.

What Should I Do If I Believe I Am a Victim of Age Discrimination?

You must act strategically to defend your rights if you think you are a victim of age discrimination in New York.

• Document Everything: Record any instances of discrimination by noting dates, times, places, and witnesses. Record any pertinent correspondence or papers. This proof may be significant in supporting your statements.
• Report Internally: Inform your employer about the discrimination using proper procedures, like contacting human resources or a specific compliance officer. Submitting this internal complaint is usually essential before initiating any external legal proceedings.
• Seek Legal Counsel: If internal efforts prove ineffective, consider contacting a New York age discrimination lawyer at Phillips & Associates. We can assist you in constructing a persuasive argument and exploring your legal avenues.

How Phillips & Associates Can Help

Engaging an experienced age discrimination lawyer is crucial for individuals seeking justice. At Phillips & Associates, our attorneys offer comprehensive legal support, including:

• Case Evaluation: Assessing the merit of your case, reviewing evidence, and providing informed guidance on the best course of action.
• Legal Strategy: Developing a tailored legal strategy to address the unique aspects of your case and ensure the most vigorous possible representation.
• Negotiation and Settlement: Negotiating with the opposing party to secure a fair settlement compensating you for the harm suffered.
• Litigation: If a fair settlement cannot be reached, our attorneys are prepared to litigate your case, aggressively advocating for your rights in court.

Why Hire Phillips & Associates for Your Age Discrimination Case

Age discrimination claims involve their own procedural steps and evidentiary hurdles — from filing an EEOC charge to proving a company's stated reason for a layoff or termination was a pretext for bias. Here's what our firm brings to an age discrimination case specifically:

• We Represent Workers Only: We have never represented employers, so there's no conflict of interest — every decision we make is made to benefit you, not to protect a company.
• Experience Filing EEOC and NYSHRL Age Discrimination Charges: Before an ADEA claim can go to federal court, an EEOC charge generally has to be filed and investigated first. We've filed more than 2,500 EEOC charges for employees and know how to build the administrative record an age discrimination case needs from day one.
• Ready to Litigate an Age Discrimination Case in Federal Court: Many age discrimination claims are ultimately litigated under the ADEA in federal court. Our attorneys have appeared before more than 110 U.S. District Judges and more than 70 U.S. Magistrate Judges, including nearly every currently sitting District Judge in the SDNY and EDNY.
• Recognized Specifically in Labor and Employment Law: Our firm is ranked in the 2026 Chambers USA Guide for Labor and Employment, Mainly Plaintiffs, in New York, and listed in The Best Lawyers in America 2026 for Litigation, Labor and Employment — recognition tied directly to the type of case you're bringing, not a general business award.
• No Fee Unless We Win: Losing income to age discrimination shouldn't stop you from being able to afford a lawyer. We represent every client on a contingency basis — there are no attorney's fees unless we recover compensation for you.

Frequently Asked Questions

What Are Some Early Signs of Age Discrimination at Work?

Early signs of age discrimination can include being passed over for promotions or projects despite having extensive experience, receiving negative comments about age-related stats or abilities, and seeing younger colleagues favored for training or development opportunities. Discrimination might also manifest subtly, such as changes in daily responsibilities that marginalize experienced workers or bias in performance evaluations that unfairly criticize senior employees' adaptability.

Are Older Employees Entitled to Any Additional Legal Protections?

In New York, employees aged 40 and over are covered under the ADEA and the NYSHRL, which offer substantial protections against workplace discrimination. These laws mandate fairness in hiring, promotions, and compensation, free from age biases. The NYSHRL extends its protections by covering all ages and prohibiting discrimination even in smaller workplaces.

What Role Does the NYC Commission on Human Rights Play?

The New York City Commission on Human Rights enforces the NYC Human Rights Law, protecting individuals from discrimination across numerous domains, including age in employment. This local body investigates complaints, makes determinations, and can hold hearings if necessary to address discrimination.

Can Retaliation Occur After Reporting Age Discrimination?

Yes, retaliation is a common concern following the reporting of age discrimination. Retaliation can manifest in various forms, such as demotion, reduction in job responsibilities, or even termination. It's important to note that retaliation is illegal under federal and state laws, including those in New York City.

How Does Age Discrimination Affect Career Development?

Age discrimination can significantly hinder career development for older workers, depriving them of opportunities to grow within their professions. Systemic biases can lead to a lack of promotions or developmental roles crucial for advancing a career.

How Should New York Employers Address Age Diversity?

Employers in New York should address age diversity by cultivating a workplace culture that values contributions from all ages. This includes instituting unbiased training programs, mentoring that crosses generational lines, and implementing feedback systems that reward experience and innovation equally.

What Resources Are Available for Age Discrimination Victims?

New York City offers a range of resources for those facing age discrimination, including support from the New York State Department of Labor and the NYC Commission on Human Rights. Additionally, non-profit organizations and worker advocacy groups frequently offer workshops, legal clinics, and support networks for affected individuals.

Why Choose Phillips & Associates?

At Phillips & Associates, our age discrimination lawyers represent workers harmed by discrimination on the job.

• We are among the largest law firms in the city
• We represent workers on a contingency fee basis
• We offer free consultations
• Our seasoned employment law attorneys have years of experience serving workers
• We are committed to achieving the most favorable result for your situation

Contact Us Today for a Free Consultation

Age discrimination is a serious issue that demands decisive action. At Phillips & Associates, our commitment to justice and advocacy ensures that individuals facing age discrimination in New York have a dedicated ally in their corner. If you believe you have been a victim of age discrimination, contact us today. 

Our attorneys are ready to help you get the results you deserve.

Call us at (866) 229-9441 or complete our online form to schedule a free consultation with our age discrimination lawyers in New York City.