How does the Age Discrimination in Employment Act (ADEA) protect older workers?

The Age Discrimination in Employment Act (ADEA) is designed specifically to protect individuals who are 40 years of age and older from employment discrimination based on age. This legislation makes it unlawful for employers to make hiring, firing, promotion, or compensation decisions based on an employee's age. The intent behind the ADEA is to prevent age-related bias and to promote fair treatment of older workers in the workplace.

The focus on age 40 as the threshold for protection recognizes that workers at this stage of life may face unique challenges in the job market and may be susceptible to discriminatory practices. This legal protection helps ensure that older employees are not unfairly treated or dismissed because of their age, thereby fostering a more equitable work environment where skills and experience are valued over age-related stereotypes.

The other options either suggest measures that are not part of the ADEA’s protections or do not accurately reflect its purpose. For instance, mandating a retirement age is contrary to the ADEA's goals, as it seeks to offer flexibility rather than impose restrictions based on age. Similarly, subsidized healthcare and ensuring job placements are not directly related to the provisions of the ADEA, which centers on preventing discrimination.