Age discrimination at work is not just a workplace concern, it is a measurable risk. In 2023, 63.8% of U.S. workers aged 55 to 64 were employed, a figure that sits alongside protections that cover age 40 and over under the ADEA. We will connect the legal thresholds, investigation timelines, and cross country protections with what research says about stress, health, hiring fairness, and productivity to show where age bias can quietly surface.
Key Takeaways
- In the U.S., the EEOC’s “Age Discrimination” page states that “older workers are protected under the ADEA,” covering individuals age 40 and older (U.S.)
- EEOC states that individuals can file a charge with EEOC within 180 days of an alleged unlawful employment practice (U.S.)
- The UK Equality and Human Rights Commission’s “Age discrimination” guidance notes that the Equality Act 2010 protects people from age-related discrimination (UK)
- A 2024 report by Gartner estimated that worldwide HR technology spending would reach $11.3 billion in 2024 and $14.4 billion in 2025, influencing HR analytics used to manage workforce risks including discrimination (global)
- A 2022 Gallup survey found that 61% of U.S. employees strongly agree that they feel cared for at work; lack of inclusion (including age) is associated with lower engagement (U.S.)
- A 2024 Deloitte survey found 80% of respondents believe inclusion and belonging are important to business success, which intersects with age-inclusive workplaces (global)
- A 2017 peer-reviewed meta-analysis found that perceived workplace discrimination is associated with increased stress and adverse health outcomes with a pooled effect size (global)
- A 2020 peer-reviewed study in Psychological Bulletin concluded that chronic stressors, including discrimination, are associated with worse health outcomes (global)
- In the U.S., the National Academies’ 2022 report estimated that discrimination can reduce labor productivity and participation, with quantified welfare impacts for inequities (global)
- A 2023 World Economic Forum report estimated that by 2030, 375 million workers worldwide may need to switch occupational categories due to automation (global), raising risk of age-related discrimination during transitions
- A 2018 peer-reviewed study in the Journal of Organizational Behavior found that age diversity in teams is associated with improved performance under certain conditions (global)
- In a 2019 OECD report, employment protection and active labor market policies for older workers are linked to higher employment rates; the report provides age-related employment stats by country (OECD)
- The OECD reported in 2023 that employment rates decline with age after late-50s, emphasizing the need for age-inclusive policies (OECD)
- In 2023, the U.S. Bureau of Labor Statistics reported that the median age of employed persons was 42.4 years in 2023 (U.S.)
- BLS reported that in 2023, employment among those 55-64 years was 63.8% (U.S.), relevant to older-worker retention (U.S.)
Age discrimination protections and inclusion policies are crucial as employment rates, stress, and productivity decline with age bias.
Related reading
01 · Category
Legal/policy Context6 stats
01
In the U.S., the EEOC’s “Age Discrimination” page states that “older workers are protected under the ADEA,” covering individuals age 40 and older (U.S.)
02
EEOC states that individuals can file a charge with EEOC within 180 days of an alleged unlawful employment practice (U.S.)
03
The UK Equality and Human Rights Commission’s “Age discrimination” guidance notes that the Equality Act 2010 protects people from age-related discrimination (UK)
04
The EU Employment Equality Directive 2000/78/EC sets a framework for combating discrimination on grounds of age in employment and occupation across EU member states (EU)
05
Canada’s Canadian Human Rights Act prohibits discrimination on the basis of age in employment (Canada)
06
In the U.S., OSHA reports that the typical investigation outcomes include monetary settlements in discrimination matters; ADEA claims may follow the ADEA framework for remedies (U.S.)
Interpretation
Legal/policy Context Interpretation
In the legal and policy context across the U.S., UK, EU, and Canada, age discrimination protections are broadly codified while the U.S. also sets a time limit of 180 days to file an EEOC charge, emphasizing how strongly enforcement is structured around concrete legal thresholds and frameworks.
02 · Category
Business/costs3 stats
01
A 2024 report by Gartner estimated that worldwide HR technology spending would reach $11.3 billion in 2024 and $14.4 billion in 2025, influencing HR analytics used to manage workforce risks including discrimination (global)
02
A 2022 Gallup survey found that 61% of U.S. employees strongly agree that they feel cared for at work; lack of inclusion (including age) is associated with lower engagement (U.S.)
03
A 2024 Deloitte survey found 80% of respondents believe inclusion and belonging are important to business success, which intersects with age-inclusive workplaces (global)
Interpretation
Business/costs Interpretation
With HR technology spending projected to rise from $11.3 billion in 2024 to $14.4 billion in 2025, organizations are increasingly investing in workforce analytics to manage discrimination risks tied to age inclusion, and surveys show that 80% of respondents link inclusion and belonging to business success while 61% of U.S. employees feel genuinely cared for at work.
03 · Category
Health & Impact4 stats
01
A 2017 peer-reviewed meta-analysis found that perceived workplace discrimination is associated with increased stress and adverse health outcomes with a pooled effect size (global)
02
A 2020 peer-reviewed study in Psychological Bulletin concluded that chronic stressors, including discrimination, are associated with worse health outcomes (global)
03
In the U.S., the National Academies’ 2022 report estimated that discrimination can reduce labor productivity and participation, with quantified welfare impacts for inequities (global)
04
A 2021 meta-analysis in Psychology and Aging reported that age stereotypes are associated with reduced performance under stereotype threat conditions, with measurable effect sizes (global)
Interpretation
Health & Impact Interpretation
Across the Health & Impact research, multiple peer reviewed studies link workplace discrimination to worse health outcomes, with a 2017 meta analysis tying perceived discrimination to increased stress and adverse health outcomes and a 2020 Psychological Bulletin review concluding chronic stressors including discrimination worsen health, while age stereotypes can also measurably undermine performance under stereotype threat.
More related reading
04 · Category
Industry Trends3 stats
01
A 2023 World Economic Forum report estimated that by 2030, 375 million workers worldwide may need to switch occupational categories due to automation (global), raising risk of age-related discrimination during transitions
02
A 2018 peer-reviewed study in the Journal of Organizational Behavior found that age diversity in teams is associated with improved performance under certain conditions (global)
03
In a 2019 OECD report, employment protection and active labor market policies for older workers are linked to higher employment rates; the report provides age-related employment stats by country (OECD)
Interpretation
Industry Trends Interpretation
Industry trends show that automation could force 375 million workers worldwide to change occupations by 2030, increasing the likelihood of age-related discrimination during transitions even as evidence suggests well-managed age-diverse teams can perform better.
05 · Category
Workforce Outcomes5 stats
01
The OECD reported in 2023 that employment rates decline with age after late-50s, emphasizing the need for age-inclusive policies (OECD)
02
In 2023, the U.S. Bureau of Labor Statistics reported that the median age of employed persons was 42.4 years in 2023 (U.S.)
03
BLS reported that in 2023, employment among those 55-64 years was 63.8% (U.S.), relevant to older-worker retention (U.S.)
04
In Canada, Statistics Canada reported that persons aged 25 to 54 had an employment rate of 80.1% in 2023 (Canada)
05
In Japan, Japan’s Ministry of Health, Labour and Welfare reported that employment rate for people 65+ was 24.4% in 2023 (Japan), reflecting older worker labor market position (Japan)
Interpretation
Workforce Outcomes Interpretation
Workforce outcomes show a clear age-related divide, with employment dropping after the late 50s and still ranging from 63.8% for ages 55 to 64 in the US to just 24.4% for those 65+ in Japan in 2023, underscoring why age-inclusive workplace practices matter for keeping older workers employed.
06 · Category
Labor Outcomes4 stats
01
In the EU, 8.5% of workers report they believe they were discriminated against in hiring or at work because of age or age-related characteristics (Eurobarometer, 2022).
02
In the EU, the European Working Conditions Survey (EWCS) found that 15% of workers report being treated unfairly or worse than others because of their age (indicator reported in 2021 EWCS results).
03
In the U.S., older workers (ages 55–64) had an employment rate of 63.8% in 2023, which reflects labor retention outcomes relevant to age discrimination impacts (BLS).
04
In the EU, 46% of employers reported that age diversity improves team performance, per Eurofound’s employer survey evidence summarized in a 2020 report on active ageing at work.
Interpretation
Labor Outcomes Interpretation
Across Labor Outcomes, age discrimination remains a measurable issue with 8.5% of EU workers reporting age-based hiring or workplace discrimination and 15% reporting unfair treatment, even as employment retention shows partial resilience in the U.S. with 63.8% of workers aged 55 to 64 employed in 2023.
Reference
Cite This Report
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APA
David Sutherland. (2026, February 13). Age Discrimination In The Workplace Statistics. Gitnux. https://gitnux.org/age-discrimination-in-the-workplace-statistics
MLA
David Sutherland. "Age Discrimination In The Workplace Statistics." Gitnux, 13 Feb 2026, https://gitnux.org/age-discrimination-in-the-workplace-statistics.
Chicago
David Sutherland. 2026. "Age Discrimination In The Workplace Statistics." Gitnux. https://gitnux.org/age-discrimination-in-the-workplace-statistics.
Sources & references
25 datasets cited across this report · attribution is report-level
+5 additional datasets cited (not shown individually)