What does the Age Discrimination in Employment Act (ADEA) protect against?

The Age Discrimination in Employment Act (ADEA) specifically protects individuals who are 40 years of age and older from employment discrimination based on age. This act aims to promote the employment of older workers and to prohibit discriminatory practices in hiring, promotions, layoffs, compensation, and other terms and conditions of employment. By focusing on the age group of 40 and above, the ADEA recognizes that older workers may face unique challenges in the workplace related to age bias, often leading to unjust treatment in hiring and employment processes.

Other options do not align with the primary focus of the ADEA. For instance, employment discrimination based on religious beliefs is covered by Title VII of the Civil Rights Act of 1964, which specifically addresses discrimination based on religion, race, color, sex, and national origin. The mention of age discrimination solely for employees under 30 does not reflect the ADEA’s intent, as it is concerned with protecting older workers rather than younger ones. Lastly, while retaliation against older employees for asserting their rights under the ADEA is prohibited, the act itself primarily targets discrimination rather than retaliation specifically, making it a secondary consideration within the broader protections offered by the law.