The New York City age discrimination attorneys of Risman & Risman, P.C. have extensive experience in handling all types of age discrimination claims. The Age Discrimination in Employment Act (ADEA) is a federal law that protects employees and job applicants who are 40 years of age or older from discrimination in hiring, firing, promotions, compensation, benefits, and other terms or conditions of employment. The ADEA generally applies to private employers with 20 or more employees, as well as certain public employers. It also prohibits retaliation against individuals who oppose age discrimination or participate in proceedings under the law.

Unlike the ADEA, both the New York State Human Rights Law (NYSHRL) and the New York City Human Rights Law (NYCHRL) prohibit age discrimination against individuals of any age. These laws apply to nearly all employers, regardless of size under state law and to employers with at least four employees under city law, and they provide broader protections and remedies than federal law. In New York, it is unlawful to deny opportunities, terminate employment, or otherwise disadvantage an employee because of their age, whether they are younger or older.

Our veteran age discrimination attorneys understand the complexities of federal and New York age discrimination laws and are unyielding in their commitment to correct discriminatory injustice in the workplace.

• Refusing to hire someone because of their age, even if they are qualified for the position.
• Terminating or laying off an employee because of their age, rather than legitimate business reasons.
• Passing over an employee for promotion in favor of a younger or older candidate due to age-related bias.
• Providing reduced benefits based solely on age, unless permitted under limited exceptions in the Older Workers Benefit Protection Act (OWBPA).
• Assigning less desirable job duties or shifts based on age-related stereotypes.
• Denying training or professional development opportunities because of age.

Retirement should always be a personal choice. Except for a few narrow exceptions under federal and state law, employers cannot impose mandatory retirement based solely on age if you are capable and willing to continue working.

Clearly, there are many other ways in which age discrimination can take shape or form. The New York City age discrimination attorneys of Risman & Risman, P.C. are eager to discuss your concerns with you.