How to Ask for an Age-Discrimination-Free Interview

Age discrimination in hiring is illegal in the United States under the Age Discrimination in Employment Act of 1967 (ADEA), which protects workers age 40 and older. Despite this federal law, age bias remains common. A 2023 AARP survey found that two thirds of workers age 50 and older have either seen or experienced age discrimination on the job. The discrimination shows up in many ways: job descriptions saying "digital native" or "recent graduate," interviewers asking your year of graduation, questions about whether you can "keep up" with younger teams, sudden lack of follow-up after an in-person interview when a phone call went well, or offers far below your previous pay even though your qualifications are strong.

The ADEA covers employers with 20 or more workers and applies to hiring, firing, promotions, layoffs, pay, job assignments, training, benefits, and harassment. State laws often go further. California, New York, New Jersey, and 14 other states cover employers with as few as 5 workers. The federal Equal Employment Opportunity Commission (EEOC) handles ADEA complaints, and state agencies handle complaints under state law. Filing a complaint is free, takes about an hour. And you do not need a lawyer. The deadline is strict: 180 days from the date of the discrimination, extended to 300 days if your state has its own age law. Missing the deadline ends your case forever.

The goal of this guide is not to make you afraid of every interview. Most employers want experienced workers, and most interviewers behave well. The goal is to give you the tools to recognize bias when it appears, ask the right questions to prevent it, document what happened, and know your options if a clear case of discrimination occurs. Older workers who go into interviews informed about their rights tend to be treated with more respect, partly because they ask better questions and partly because they project the calm confidence that comes from preparation. You do not have to threaten anyone or mention lawyers. You only have to show that you know the landscape.

Before any interview, do three things to set yourself up for fair treatment. First, research the company's age diversity by visiting their About Us, Leadership, and Careers pages and looking at the photos. A company with leadership and staff photos showing only people under 40 is more likely to bias against older candidates. Second, look up the company on Glassdoor.com and search reviews for the word "age" or "older." Third, check if the company has signed the AARP Employer Pledge, which lists about 1,200 companies committed to hiring across all age groups (employerpledge.aarp.org). Companies that have signed the pledge have made a public commitment that you can hold them to.