Age Discrimination Attorneys Albany NY 

Don't Let Age Define Your Career – Fight Back! 

No one should lose opportunities at work just because of their age, but it happens all the time. If you’re feeling pushed out, overlooked, or treated unfairly because of your age, you’re not imagining it.  

Workplace age bias is a serious issue, and you don’t have to accept it. The employment law attorneys at Horn Wright, LLP, are here to stand up for you. If you’re looking to hire a legal team with a proven track record of winning cases, we have the experience and dedication to fight for your rights.  

Losing a job or missing out on opportunities because of age bias is frustrating, unfair, and flat-out wrong. Whether you’ve been denied a promotion, forced out, or treated unfairly, we’re ready to take action for you. 

What Age Discrimination Really Looks Like – And Why It’s Wrong 

Unlawful age bias isn’t always obvious. It sneaks into hiring, promotions, layoffs, and workplace culture in ways you might not even notice at first. The law is clear: workers 40 and older have rights. But that doesn’t stop some employers from trying to push older employees aside. 

Some real-world examples include: 

• Job Rejections Based on Age – A company refuses to hire you, even though you’re qualified, because you’re “not a cultural fit” or “overqualified.” Nearly two-thirds of workers aged 45 and older say they’ve seen or experienced seniority discrimination. Employers may also use coded language like “looking for fresh talent” or “seeking a digital native.” 
• Promotions That Go to Younger Employees – You’ve put in the work, but when it’s time for a promotion, management picks a younger, less experienced coworker. The EEOC reports that age bias is one of the biggest barriers to career growth. If leadership roles consistently go to younger employees, it may signal systemic discrimination. 
• Layoffs That Target Older Workers – Your company downsizes, but somehow, it’s mostly older employees who get cut. Research shows older workers are disproportionately affected during corporate restructuring. Sometimes, companies offer early retirement packages that subtly push older employees out, rather than giving them a real choice. 

Your Legal Armor Against Age-Based Bias 

The law is on your side. Several federal and state laws make it illegal for employers to discriminate based on age. Here’s what protects you: 

• The Age Discrimination in Employment Act  – This law makes it illegal for employers to discriminate against workers 40 and older in hiring, pay, promotions, and more. The ADEA applies to employers with 20 or more employees. 
• The Older Workers Benefit Protection Act – Protects your employee benefits and ensures that any waiver of age discrimination claims is voluntary and informed. If you’re offered a severance package, make sure you’re not being pressured into signing away your rights. 
• State Employment Laws – Many states offer even stronger protections, covering smaller employers and providing additional legal options. Some states set stricter standards on proving discrimination and offer extended filing deadlines. 

If your employer has crossed the line, you’ve got options—and we’ll help you use them. 

Exposing the Ugly Truth: Common Unlawful Age Bias Tactics 

Age discrimination comes in many forms, and some are easier to spot than others. Here are some red flags: 

• Fired or Laid Off Without Cause – Older employees are often the first to go in “restructuring” efforts. Studies show older workers take longer to find new jobs after layoffs. If your performance reviews were positive before the layoff, this could indicate bias. 
• Passed Over for Promotions – If you’re constantly skipped for advancement while younger colleagues move up, it’s a sign of bias. Companies may justify this by claiming older workers aren’t “adaptable” or “lacking in innovation.” 
• Treated Differently at Work – Hearing jokes about being “too old to keep up” or “outdated” isn’t just rude—it can be illegal. If you’re suddenly excluded from meetings or major projects, discrimination could be at play. 
• Denied Training Opportunities – Companies often invest in younger employees and leave older ones out, limiting your ability to grow in your career. This creates a cycle where older employees are unfairly seen as “less skilled.” 

If any of this sounds familiar, don’t ignore it. Document everything and get legal advice. 

Spot the Signs, Build Your Case, and Take Back Control 

Seniority discrimination isn’t always easy to prove, but the right evidence makes all the difference. Here’s what helps build a strong case: 

• Performance Records – Keep track of your positive performance reviews and any sudden, unexplained negative ones. If you were praised for years and suddenly deemed unfit, it could be a sign of bias. 
• Written Communications – Emails, texts, and memos with age-related comments or questionable justifications for decisions. Statements like “we need someone with more energy” can be evidence. 
• Witness Testimony – Colleagues who’ve seen or experienced similar treatment can strengthen your case. If multiple employees over 40 are facing similar issues, there may be a pattern. 
• Patterns of Bias – A company that consistently favors younger workers over older employees might be engaging in systemic discrimination. Look at hiring, promotion, and layoff trends within your workplace. 

Turn the Tables – Take Legal Action Now! 

If you’ve been a victim of age-based bias, here’s how to fight back: 

1. File a Complaint – You’ll likely need to start with the EEOC before taking legal action. Some states have their own agencies, too. If you’re filing EEOC age discrimination claims, acting quickly is key.  
2. Investigation Process – The EEOC will look into your claim, contact your employer, and try to reach a resolution. If they find enough evidence, they may take legal action on your behalf. 
3. Pursue a Lawsuit – If the EEOC can’t resolve your case, you may have the option to sue for damages. This is where having an experienced age discrimination attorney matters most. 
4. Seek Compensation – You could be entitled to compensation including back pay, lost benefits, and even emotional distress damages and punitive damages in severe cases. 

Why Horn Wright, LLP, is the Ally You Need in This Fight 

Age discrimination cases aren’t easy, but with the right legal team in Albany, you stand a real chance at justice. As one of the best law firms in America that has been fighting against workplace bias for decades, we know how employers try to cover it up, and we’re not afraid to call them out. 

We’ll listen, guide you, and build a case that puts you in the strongest position possible. If your employer has treated you unfairly because of your age—whether it’s wrongful termination due to age or another form of bias—we’re ready to take action. 

Take the first step toward justice. Call our office today to set up your free consultation with our Albany employment law attorneys. You’ve worked too hard to be pushed aside unfairly. Let’s fight back together.