What aspect of employee rights does the Age Discrimination in Employment Act (ADEA) address?

The Age Discrimination in Employment Act (ADEA) primarily addresses the prohibition of age bias in hiring and employment decisions specifically for individuals who are 40 years of age and older. This federal law was enacted to protect workers from discrimination based on their age, thereby promoting a diverse workforce that respects the contributions of employees regardless of their age. By forbidding age bias, the ADEA ensures that older employees have the same opportunity for employment and advancement as their younger counterparts, thus fostering an equitable work environment that values experience and skill over age.

The other options relate to different aspects of employment law or specific labor regulations not governed by the ADEA. For instance, enforcing labor conditions for workers under 18 addresses child labor laws, which are separate from age discrimination protections. Regulations regarding mandatory retirement ages are not specifically addressed by the ADEA since the act itself aims to eliminate such practices rather than regulate them. Lastly, ensuring benefits for older employees is generally linked to other laws and regulations concerning employee benefits rather than a primary focus of the ADEA.