Age Discrimination at Work

Support for Employees Facing Age-Based Discrimination at Work 

At The Jonathan Lea Network, we regularly advise employees and professionals who have experienced age discrimination at work. Whether you’re a younger worker excluded from opportunities or an older employee targeted during redundancy processes or an employer who is worried they might have acted unlawfully, age discrimination is illegal under the Equality Act 2010, and we’re here to help you.

Our employment law team provides strategic, clear advice to support your rights, restore your position, and secure fair outcomes—whether through negotiation, internal processes or Employment Tribunal proceedings. 

What Is Age Discrimination? 

Age discrimination happens when someone is treated unfairly, harassed, or disadvantaged at work because of their age or perceived age.

Under the Equality Act 2010, age is a protected characteristic, which means you have a legal right not to be discriminated against on the basis of your age—whether you’re in your 20s, 60s or beyond. 

It can occur at any stage of employment, including: 

• Recruitment and selection 
• Promotion and training opportunities 
• Pay and benefits 
• Redundancy selection 
• Workplace culture and treatment 
• Retirement or termination 

Importantly, the law protects against both direct and indirect discrimination, as well as harassment and victimisation. 

Types of Age Discrimination 

1. Direct Discrimination 

This is where you are treated less favourably than someone else purely because of your age. 

For example, being passed over for a promotion in favour of a younger colleague despite better performance or a job advert stating the company is looking for a “dynamic, young team member.” 

2. Indirect Discrimination

This occurs when a company policy or practice applies to everyone but disadvantages a particular age group. 

For example: A policy requiring all employees to work late nights may unfairly impact older employees with health concerns or younger ones in education. 

Employers may only justify such practices if they can prove the policy is a proportionate means of achieving a legitimate aim. 

3. Harassment 

Harassment involves unwanted conduct related to age that violates your dignity or creates a hostile, degrading, humiliating or offensive environment. 

For example, jokes about being “too old to keep up,” or colleagues making assumptions about your ability to use technology because of your age. 

4. Victimisation 

This refers to being treated unfairly because you complained about age discrimination or supported someone who has. 

For example, you raise a grievance about ageist behaviour and are subsequently denied promotion, or you support a colleague’s discrimination case and find your duties reduced or reassigned. 

Common Scenarios We Can Help With 

• You are consistently overlooked for training and development opportunities due to your age. 
• Your employer selects you for redundancy and you suspect it’s due to being the oldest in your team. 
• A job advertisement implies an age preference, such as asking for a “recent graduate.” 
• You feel pressured into early retirement despite wanting to continue working. 
• You’re subject to jokes, nicknames, or workplace culture that demeans older (or younger) staff. 

These issues are not only unethical—they are unlawful. Our solicitors are here to help you assert your rights.

Your Rights Under the Equality Act 2010 

You are legally protected against age discrimination from: 

• Your current employer 
• Potential employers (during recruitment) 
• Agencies and recruiters 
• Training providers 
• Clients and third parties you deal with at work 

The law applies regardless of your length of service or contract type. Whether you’re a full-time employee, part-time worker, or agency staff member, you are entitled to equal treatment. 

What Should You Do If You’ve Been Discriminated Against? 

If you believe you have been subject to age discrimination at work, we recommend taking the following steps: 

1. Record incidents – Keep a diary and gather evidence (emails, policies, comments). 2. Raise concerns informally – Speak to your manager or HR if you feel safe doing so. 
2. Make a formal grievance – Use your employer’s grievance process to lodge a formal complaint. 
3. Seek legal advice – We can assess your case, help you draft your grievance, and advise on the next steps. 

Act promptly—most Employment Tribunal claims must be lodged within three months less one day of the discriminatory act. 

How We Can Help 

At The Jonathan Lea Network, our employment solicitors will: 

• Review your case and explain your rights in plain English 
• Draft and support internal grievances to maximise your position 
• Negotiate with your employer to secure settlement agreements or alternative resolutions 
• Represent you at Employment Tribunals and Appeals where necessary

We combine technical expertise with a compassionate and practical approach to help you navigate this stressful situation with confidence. 

Why Choose Us? 

• ✅ Experienced employment law team with a proven track record
• ✅ Clear, jargon-free advice at every stage of your claim 
• ✅ Strategic negotiation skills to achieve early resolution where possible
• ✅ Fixed fees or transparent hourly rates to suit your budget 
• ✅ Nationwide support via phone or video consultation 

We regularly assist professionals, senior executives, and employees across multiple industries—from tech and finance to healthcare and education. 

Start Your Claim Today 

You don’t have to accept unfair treatment. If you believe you’ve been discriminated against because of your age, speak to our employment law experts today for a confidential discussion. 

📞  Call us on: [01444 708 640]
📧  Email: wewillhelp@jonathanlea.net
💬  Or submit an enquiry via our Contact Form