We examine common examples of age discrimination in the workplace so you know how to spot it when you see it.
Age discrimination, also known as ageism, is a serious issue in many workplaces. Whether it’s subtle or blatant, age discrimination can affect people at any stage of their career. While it’s often associated with older workers, younger employees can also be subjected to this form of bias.
In the UK, age discrimination is illegal under the Equality Act 2010, but that doesn’t mean it doesn’t happen. Many people don’t even know they’re being discriminated against, as ageism often manifests in ways that seem normalised or subtle.
This blog will help you recognise common examples of age discrimination in the workplace. You’ll be able to understand its impact and know what actions to take when you encounter it.
Examples of Age Discrimination in the Workplace
To make it easier to spot, here are some common examples of age discrimination that many employees—especially older ones—may face in their career:
1. Biased Hiring Practices
Age discrimination often starts at the very beginning of the employment process. Some employers may overlook older candidates based on the assumption that they won’t be as adaptable or willing to learn new skills.
This can show up in job postings that specify terms like “youthful team” or “digital native” as well as in interviews where older candidates are grilled on their technical abilities more than younger ones.
Example: An applicant in their 50s is turned down for a job, with the employer implying that they were “overqualified” or suggesting they might not fit in with the younger team dynamics. These are often coded ways of expressing age bias.
👉 Bonus reading: Reducing Bias in Interviews
2. Being Passed Over for Promotion
In many cases, older employees may find they get passed over for promotions despite having the qualifications and experience to move forward. Employers may wrongly assume that younger workers are more in touch with current trends or that older employees are less ambitious.
Example: A highly skilled worker in their 60s is repeatedly overlooked for promotions in favour of younger colleagues with less experience, with no clear reason provided. The employer might suggest it’s about “new energy” or a “fresh perspective,” which are euphemisms for age discrimination.
3. Stereotypes About Technological Skills
One of the most pervasive forms of ageism is the assumption that older employees aren’t tech-savvy or open to learning new technologies. These stereotypes can lead to exclusion from important projects, training, or professional development opportunities.
Example: An older employee is not invited to a training programme on new software, with the assumption that they wouldn’t be interested or able to keep up. Meanwhile, managers encourage younger colleagues to attend and advance their skills.
4. Encouragement to Retire Early
Some employers pressure older workers to retire early to make way for younger staff. This can be subtle or direct, but either way, it can leave employees feeling undervalued and unwanted.
Example: An employee in their late 50s is regularly asked by management when they plan to retire, even though they have no intentions of doing so. The suggestion of retirement can feel like a push out the door, especially when framed as being “for their own benefit.”
5. Exclusion from Team or Social Events
Another subtle but hurtful form of age discrimination can occur in workplace social settings. Older employees may be excluded from team-building activities or social gatherings because they’re seen as being “too old” to participate or connect with younger staff.
Example: An older employee is consistently left out of after-work gatherings or isn’t invited to team lunches, with the assumption that they wouldn’t enjoy it or “wouldn’t fit in with the younger crowd.”
6. Unfair Comments or Jokes About Age
Sometimes, age discrimination appears in the form of offhand comments or jokes that reinforce harmful stereotypes. While these remarks may seem minor, they contribute to a culture of exclusion and disrespect.
Example: A senior employee is regularly teased about being “old-fashioned” or called the “office grandparent,” even in a light-hearted manner. These comments can create a hostile work environment, making the employee feel isolated and unwelcome.
👉 You might like: Inclusive Language in the Workplace
Impact of Age Discrimination on Employees
The impact of age discrimination goes beyond missed promotions or insensitive jokes. It can lead to serious emotional and mental health struggles. Employees who face ageism often report higher levels of stress, anxiety, and depression, as they feel less valued and appreciated.
Long-term exposure to such bias can lead to burnout and reduced job satisfaction. Employees may even decide to leave their jobs prematurely.
Moreover, age discrimination can stifle career growth, leaving you in stagnant roles without the opportunity to advance or develop new skills.
For some, it may also lead to financial instability if they have to leave work or miss out on a promotion that would have increased their earnings.
Legal Protections Against Age Discrimination in the UK
Fortunately, employees in the UK are protected under the Equality Act 2010, which prohibits discrimination based on age. This legislation applies to all aspects of employment, including hiring, training, promotions, and termination. If you believe you’re experiencing any of these examples of age discrimination in the workplace, it’s important to know that you have the right to take action.
Employees can file a formal complaint with their employer or escalate the issue to an employment tribunal if necessary. Additionally, organisations like ACAS (Advisory, Conciliation and Arbitration Service) offer guidance and support for workers experiencing discrimination.
What to Do If You Encounter Age Discrimination
If you believe you or someone else is experiencing age discrimination in the workplace, there are several steps you can take:
- Document the incidents: Keep a record of discriminatory comments, actions, or missed opportunities. This will be important if you decide to file a formal complaint or seek legal advice.
- Speak to HR: Raise the issue with your HR department or a trusted manager. In many cases, employers can address discrimination internally if they know about the problem.
- Know your rights: Familiarise yourself with the Equality Act 2010 and understand the protections you have as an employee. This will help you feel more confident when addressing the issue.
- Seek external support: Organisations like ACAS, Citizens Advice, or Age UK can provide guidance on how to handle discrimination and where to find legal assistance if needed.
- Refreshing a Career: Our sister site Refreshing a Career offers support and guidance for older workers in employment or who are looking to make a career change.
Creating an Age-Inclusive Workplace
While it’s important to recognise and challenge age discrimination, building an inclusive workplace requires effort from both employees and employers.
Here are some ways we can encourage age inclusivity:
- Promote intergenerational learning, where employees of all ages share skills and knowledge.
- Ensure recruitment, promotion, and training practices are fair and unbiased.
- Challenge stereotypes and create a culture of inclusion and respect.
By taking these steps, workplaces can ensure that all employees, regardless of age, feel valued and included.
👉 Read our full blog on Creating an Inclusive Work Environment for more.
Find Inclusive Employers
If you’re looking for a healthy, age-inclusive work environment, check out the Aspiring to Include jobs board.
We work closely with diversity-positive employers who have equality, diversity and inclusion at the top of their priorities.
You can find jobs for women over 50, jobs for women in menopause and part-time jobs for older people.
Have a question? Feel free to contact our team. And finally, stay up-to-date with the latest news and job opportunities for older workers by signing up for our newsletter below.