Recent Supreme Court decisions have fundamentally reshaped age discrimination law, creating a challenging “but-for” causation standard that requires workers 40 and older to prove age was THE determining factor—not just one factor—in adverse employment actions like termination or demotion. The 2009 Gross v. FBL Financial Services ruling established this high

Facing age discrimination in the workplace is both professionally challenging and emotionally taxing. When you’ve experienced discrimination because of your age, understanding the proper procedures for seeking justice becomes essential. The path to addressing age discrimination involves specific steps, strict deadlines, and strategic decisions that can significantly impact your outcome.

Turning 40 triggers specific federal and state legal protections that shield you from age discrimination throughout your career. The Age Discrimination in Employment Act gives workers 40 and older enforceable rights against discriminatory hiring, firing, promotions, and workplace treatment—protections that activate the moment you celebrate that milestone birthday. These safeguards

In age discrimination cases, what people say matters enormously. Offhand remarks, casual jokes, or seemingly innocent questions about retirement plans can reveal underlying age bias and serve as crucial evidence in legal proceedings. But not all age-related comments carry equal weight in court or administrative hearings. At Nisar Law Group,

No, in most cases, your employer cannot force you to retire based solely on your age—it’s been illegal since 1986 under the Age Discrimination in Employment Act (ADEA). If you’re 40 or older and working for a company with 20+ employees, federal law protects you from mandatory retirement, though narrow

Age discrimination in hiring happens when employers treat job applicants less favorably because they’re 40 or older. Under federal law (the Age Discrimination in Employment Act, or ADEA), this is illegal for companies with 20 or more employees. If you’re in New York, you get even stronger protections—state and city

Age discrimination remains one of the most persistent yet challenging forms of workplace discrimination to prove. While many workers over 40 experience age-based bias, successfully demonstrating that adverse employment actions were motivated by age requires strategic evidence gathering and a thorough understanding of legal standards. At Nisar Law Group, we’ve

If you’re over 40 and facing unfair treatment at work, the Age Discrimination in Employment Act (ADEA) provides powerful federal protection against age-based workplace discrimination. This law prohibits employers from making employment decisions based on age, covering everything from hiring and firing to promotions, pay, and benefits. Whether you’re experiencing

In today’s rapidly evolving workplace, age discrimination at work remains a persistent reality for many professionals over 40. Despite decades of legal protections, subtle and not-so-subtle forms of age bias continue to derail careers, diminish opportunities, and damage the financial security of experienced workers. At Nisar Law Group, we’ve represented