Imagine spending decades building your career, learning valuable skills, and gaining experience, only to discover that some employers now see your age as a disadvantage. For many Americans over 60, finding a new job can feel like an uphill battle.
The numbers reveal a troubling reality. According to AARP’s workplace research, 64% of surveyed workers aged 50 and older reported witnessing or experiencing age discrimination.
Meanwhile, a 2026 Transamerica Institute report found that among employers who identified a specific age as too old to hire, the median age was 65.
These findings don’t mean every company refuses to hire older workers. However, they highlight the assumptions and hiring practices that can make finding employment harder later in life.
Here are 12 unfortunate reasons some employers overlook applicants over 60, even when they have the experience and qualifications to do the job.
Employers Assume Older Workers Expect Higher Salaries
Having decades of experience should be an advantage. Unfortunately, some employers view that experience as a warning sign about salary expectations.
A hiring manager might assume that someone who previously held a senior position would never accept a lower-paying role.
According to the Equal Employment Opportunity Commission, concerns about compensation costs are among the assumptions that can disadvantage older applicants.
The problem is that salary expectations vary from person to person. Some workers over 60 may be comfortable accepting a different position or pay level. Employers who make assumptions without asking could overlook qualified candidates.
Companies Worry About Healthcare and Benefit Costs
Another unfortunate concern involves employee benefits. Some employers assume that hiring someone over 60 will automatically increase their healthcare or insurance expenses.
EEOC expert testimony identifies presumed healthcare costs as one of the stereotypes surrounding older employees.
However, actual benefit expenses depend on many factors, including the employer’s insurance arrangements and workforce.
A person’s age alone doesn’t establish what hiring them would cost. Rejecting someone based on assumptions about age-related expenses can also raise legal concerns under federal employment discrimination protections.
Hiring Managers Assume Retirement Is Right Around the Corner
Why hire someone who’s going to retire soon? That question can quietly influence hiring decisions involving older applicants.
Some employers assume a 62-year-old candidate will leave within a few years, making a younger applicant seem like a better long-term investment.
But retirement plans aren’t determined by age alone. Some Americans continue working well beyond traditional retirement ages because they enjoy their careers, want to remain active, or need additional income.
The EEOC also notes that younger workers don’t necessarily remain with employers longer than older employees.
Assuming someone is about to retire without discussing their actual career goals can lead to unfair decisions.
Employers Think Training Older Workers Is a Waste of Money
Companies regularly invest in training new employees, but some question whether that investment makes sense for older hires.
The assumption is that someone approaching retirement won’t remain employed long enough to justify the expense.
Other employers may believe older workers aren’t interested in learning new skills. However, these assumptions don’t establish whether an individual candidate is willing or able to learn.
OECD research on older workers identifies access to training as an important part of supporting longer working careers.
Instead of automatically dismissing experienced candidates, employers can evaluate their learning interests and actual qualifications.
They Assume Older Applicants Struggle With Technology
One of the most familiar age-related stereotypes is that older people cannot keep up with modern technology.
Some employers may assume that someone over 60 will struggle with software, digital communication, or unfamiliar workplace systems. The EEOC identifies assumptions about older workers’ technological abilities as a persistent concern.
But technological knowledge depends on experience and training, not simply someone’s birth year. An older applicant may have spent decades adapting to changing workplace tools.
The fair approach is to evaluate whether a candidate can use the technology required for the job rather than guessing based on age.
Companies Believe Older Workers Resist Change
Businesses are constantly changing their procedures, equipment, and expectations. Unfortunately, some hiring managers assume older applicants will struggle to adjust.
Someone who has spent 30 years in one industry might be viewed as stubborn or too comfortable with established routines.
Yet a long career can involve surviving multiple economic downturns, adapting to new technologies, and learning different ways of working.
EEOC guidance warns that subjective judgments about adaptability can be influenced by age stereotypes. Employers should look for actual examples of flexibility instead of assuming experienced workers are resistant to change.
Employers Question Their Energy and Productivity
Another troubling assumption is that older employees cannot work as efficiently as younger colleagues. Hiring managers may use words such as “energetic” or “fast-paced” when describing their ideal candidates.
Those qualities can be relevant to certain jobs, but vague expectations can also become a way to exclude older applicants.
EEOC research reviews identify assumptions about declining productivity and energy as recurring workplace stereotypes.
There isn’t a sound basis for treating everyone over 60 as less productive. Actual performance, qualifications, and the ability to complete essential job duties should matter more than age.
Companies Assume Older Workers Will Miss More Work
Some employers worry that older employees will experience more illnesses, physical limitations, or absences. These concerns can influence decisions before an applicant has even been interviewed.
However, EEOC testimony has challenged broad assumptions that older workers are generally less dependable because of their health. Age alone does not establish someone’s medical circumstances or ability to perform a job.
Certain positions have genuine physical requirements, and employers can evaluate those requirements fairly.
The problem arises when assumptions replace individual assessments. A qualified candidate should not be treated as unreliable simply because they have reached their 60s.
Older Applicants Are Seen as a Poor Culture Fit
“Culture fit” sounds like a harmless hiring consideration. After all, companies want employees who can cooperate and work comfortably together.
But the term can become problematic when employers associate a good workplace culture with youth. A hiring manager might assume an older candidate wouldn’t relate to younger coworkers or fit into a modern office.
The EEOC’s research review identifies age-related assumptions about workplace relationships as a potential source of discrimination.
Different generations can bring valuable perspectives to the same team.
Employers who define their workplace culture too narrowly may miss opportunities to hire experienced professionals.
Companies Label Experienced Applicants Overqualified
For older job seekers, having too much experience can sometimes feel almost as frustrating as having too little.
An applicant may meet every requirement, perform well during an interview, and still hear that they’re overqualified.
In some situations, that explanation reflects legitimate concerns about job expectations or the role itself.
However, AARP has documented cases where the term appeared alongside assumptions about age, salary, and how long someone would remain employed.
The label becomes especially troubling when employers assume an experienced candidate won’t be satisfied without asking.
Someone applying for a position may genuinely want that particular job. Years of experience shouldn’t automatically disqualify them from doing work they’re interested in.
Job Advertisements Quietly Favor Younger Applicants
Sometimes, age-related barriers appear before someone even submits an application.
Job advertisements may emphasize recent graduates, youthful workplaces, or descriptions that suggest a preference for younger employees.
Research by economists David Neumark and colleagues has examined how age-related language in job advertisements can influence hiring outcomes.
The EEOC’s hiring guidance also warns that advertisements seeking recent college graduates may discourage older applicants and potentially violate employment discrimination laws.
Not every reference to energy or enthusiasm is discriminatory.
However, job advertisements should describe the qualifications and abilities required rather than implying that only younger candidates belong.
Automated Hiring Systems Can Screen Them Out
Perhaps one of the most troubling problems is that some candidates may face rejection before a human recruiter reviews their qualifications. Automated hiring systems are widely used to organize applications and screen candidates.
In one particularly revealing case, the EEOC alleged that iTutorGroup programmed its application software to automatically reject female applicants aged 55 and older and male applicants aged 60 and older.
According to the EEOC’s 2023 settlement announcement, more than 200 qualified U.S.-based applicants were affected.
The company agreed to a $365,000 settlement and additional measures to resolve the lawsuit. That case doesn’t prove that every automated hiring system discriminates against older workers. It does demonstrate how age-based exclusion can become embedded in recruitment technology.
What Older Job Seekers Should Know About Their Rights
Age discrimination isn’t simply an unfortunate part of getting older. In many circumstances, it is against federal law.
The Age Discrimination in Employment Act protects applicants and employees aged 40 and older at covered U.S. employers.
The law prohibits discrimination based on age in hiring and other employment decisions.
That doesn’t mean every rejection involving an older applicant is unlawful. Employers can still make decisions based on genuine qualifications, experience, and job requirements.
However, applicants who believe they have experienced discrimination can review EEOC guidance to understand their rights and available options.
It’s also worth remembering that many employers continue to value experienced workers. The Transamerica Institute’s 2026 research found that most surveyed employers said determining whether someone was too old to hire depended on the individual rather than a fixed age.
