Best Age Discrimination lawyer in California

Proving age discrimination can be challenging, but there are certain steps and strategies that can be used. The experienced team of age discrimination lawyers at Stalwart Law can help you to create a compelling case against your employer. 

If you have any direct statements from your employer or supervisor that suggest that your age was a factor in their decision-making process, this could be a strong evidence of age discrimination. For example, if your boss said something like, “We need younger people in this position,” that could potentially serve as evidence of age discrimination.

Evidence of age discrimination is often circumstantial. For instance, if you are over 40, you were doing your job well, but were replaced by a significantly younger person, and your employer’s explanation doesn’t make sense, this could be indirect evidence of age discrimination. Similarly, if your employer lays off or fires a number of older workers at the same time, this could suggest age discrimination.

If there is a pattern of your employer favoring younger employees, such as consistently promoting younger workers over older ones with similar qualifications, this could also suggest age discrimination.

If your employer gives a reason for its actions that you believe is a cover-up for age discrimination, you can try to prove that the employer’s stated reason is false. For example, if your employer claims it laid you off because of poor performance, but your recent performance evaluations were all positive, this might suggest that the real reason was age discrimination.

It’s also important to remember that the burden of proof falls on the employee to show that age was the primary reason for the discriminatory act. The employer may try to show that there was another, legitimate reason for the action. Proving age discrimination often involves showing that the employer’s stated reason is just an excuse for discrimination.