Age Discrimination

Age Discrimination Attorney in Fort Lauderdale

Trial-Ready Representation for Workers 40 & Over in South Florida

When an employer pushes out a longtime employee to make room for someone younger, the consequences reach beyond a lost paycheck. At The Amlong Firm, we represent Fort Lauderdale workers 40 and over who have faced age-based discrimination at work, including wrongful termination and retaliation. What sets us apart is how we build every case: we prepare from day one as if it will go to trial. That posture, backed by 200+ jury trials over nearly 40 years, tells opposing counsel something they can’t ignore.

Our attorneys hold an Avvo 10.0 rating and the AV Preeminent peer review rating from Martindale-Hubbell. The Amlong Firm has been recognized as a Best Law Firm in America, and founding attorney Karen Coolman Amlong has been named to Best Lawyers in America and to the Florida Super Lawyers list every year since 2007. That record isn’t incidental. When the other side knows we’re ready to go to a jury, our clients may negotiate from a position of strength.

What Is Age Discrimination?

Age discrimination, also called ageism, means treating an employee or job applicant differently because of their age. Under federal law, workers 40 and older are a protected class, and adverse employment actions taken because of age, including termination, demotion, reduced hours, or denial of a promotion, can give rise to a legal claim.

Contact a Fort Lauderdale age discrimination attorney at (954) 953-5490 to discuss your situation today.

Recognizing Age Discrimination in the Workplace

The Age Discrimination in Employment Act (ADEA) covers adverse actions across the entire employment relationship: hiring, compensation, benefits, training, promotion, and termination. Florida’s Civil Rights Act (FCRA) works alongside the ADEA to extend those protections under state law. Together, these statutes address a wide range of conduct, from an outright firing to subtler patterns that can be just as damaging. Recognizing these patterns early matters because filing deadlines are strict, and waiting too long can permanently bar an otherwise valid case.

Examples of age discrimination in the workplace include:

Stereotypes about older workers: A persistent and unlawful stereotype holds that older employees can’t keep pace with technology or adapt to change. When an employer acts on that assumption to the detriment of a worker 40 or older, that conduct can constitute age discrimination under the ADEA. Employers may legitimately require the technical skills a job actually demands. What they can’t do is impose requirements that single out older employees or use them as a pretext to push those workers out.
Biased comments from supervisors: Remarks about retirement, nicknames referencing age, or comments suggesting a worker is “too old” for a role should be documented immediately. Note the date, time, exact wording, and the names of any witnesses. These details can become critical evidence if a claim is eventually filed.
Harassment based on age: Conduct aimed at making an older employee’s work life intolerable, including ridicule, name-calling, or deliberately hostile treatment because of age, can be actionable. The goal doesn’t need to be stated outright. If the pattern is clear, the law may recognize it.
Favoritism and disparate treatment: Younger workers receiving better assignments or equipment, harsher discipline applied to older employees for the same conduct, or promotions given to less-qualified younger candidates are all forms of disparate treatment: different rules applied to similarly situated employees based on a protected characteristic.
Sudden negative performance reviews: A pattern of poor reviews that begins without any change in actual performance is a recognized warning sign. Employers sometimes manufacture a paper trail to justify a termination they’ve already decided on.

More indirect forms of age discrimination can include:

Frequent write-ups that didn’t exist before
Reduction in job duties without explanation
Relocation within the office away from key colleagues
Cuts to work hours or client responsibilities
Pressure to accept early retirement or face termination
Threats to pension benefits tied to retirement decisions
Imposition of a mandatory retirement age

When you notice these patterns applying to you but not to younger coworkers, keep a written record of each incident: date, description, and the names of anyone who witnessed it. That documentation is often the foundation of a claim. If something at work feels wrong and age seems to be a factor, speak with an age discrimination lawyer in Fort Lauderdale before a filing deadline passes.

Hear From Our Happy Clients

“I was extremely pleased with Karen's strategy and results”
Ms. Amlong represented me as a 16b officer in a public company in a labor and harassment suit against my former employer. We were up against a giant with a powerful NY law firm across the table. Her experience and expertise allowed her overlook their intimidation and shame tactics and as a result, she was able to keep me calm and focussed on what was important versus reacting emotionally to their nonsense. While the matter was resolved under confidential terms, I was extremely pleased with Karen's strategy and results from same. I would highly recommend her.

Vickie A.
“They always get the job done.”
Bill and Karen Amlong are the best employment lawyers that I know. I have referred them several employment related cases and they always get the job done. If you have an employment law question you should call The Amlong Firm.

Sam C.
“Thursday appointment regarding a racial discrimination case was impressive.”
“You answered all questions in a professional manner that brought me on board.”

Marc J. (Race Discrimination)
“Karen provided me with all of the information needed to enable me to make sound decisions supported by her recommendations each step of the way.”
“Her strategy and control of the process resulted in a fair settlement without having to go through a trial by jury.”

Jane (Age Discrimination)
“She provided excellent guidance and direction that was tailored to my situation.”
“Ms. Amlong took the time to fully understand all the complexities involved and provide an analysis, from a legal perspective, as to what was happening, provide realistic expectations as to what could be done and an estimate timeline to resolution.”

Former Client (Gender and National Origin Discrimination)
“Bill has helped many people in this community in tough times of desperate need and gotten them through crisis and can do the same for you.”
“I endorse this lawyer. I would certainly call him for my own family's issues should they ever arise.”

Attorney David H. (Endorsing Bill Amlong)
“He is an excellent, thoughtful and aggressive representative.”
“I endorse this lawyer. He is also noted for winning one of the major cases before the U. S. Supreme Court.”

Attorney Walter A. (Endorsing Bill Amlong)
“Bill and Karen Amlong are the best employment lawyers that I know.”
“I have referred them several employment-related cases and they always get the job done. If you have an employment law question you should call The Amlong Firm.”

Attorney Sam C. (Endorsing Bill and Karen Amlong)

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Federal & Florida Laws That Protect Against Age Discrimination

Two statutes govern most age discrimination claims in Florida. The federal Age Discrimination in Employment Act of 1967 (ADEA) prohibits employers from discriminating against employees or applicants because of age and protects workers 40 and older. It applies to employers with 20 or more employees. Workers at smaller companies may still have a claim under the Florida Civil Rights Act (FCRA), which covers employers with 15 or more employees and provides comparable protections under state law.

Filing Deadlines

Deadlines in age discrimination cases are hard cutoffs, not guidelines. Because Florida has a state agency, the Florida Commission on Human Relations (FCHR), that enforces state anti-discrimination law, the EEOC filing deadline for an age discrimination charge in Florida is 300 days from the discriminatory act. The FCHR deadline is 365 days. Missing either deadline can permanently bar a claim regardless of its merits.

Under the ADEA, a claimant may file suit in federal court 60 days after filing an EEOC charge without waiting for a right-to-sue letter. Under Florida CS/HB 1407, effective July 1, 2026, an FCRA civil lawsuit generally must be filed within one year of an FCHR reasonable-cause finding or an EEOC right-to-sue notice, or within 18 months of the complaint filing if neither agency acts within 180 days. Deadlines can vary depending on the facts of a case, and this page provides general information, not legal advice.

Severance Agreements & Releases of Claims

Workers offered a severance agreement when leaving a job shouldn’t sign anything before speaking with an attorney. Signing a release can waive age discrimination rights, sometimes including rights the employee didn’t know they had. We review severance agreements as part of the work we do for age discrimination clients throughout Fort Lauderdale and South Florida.

Speak with a Fort Lauderdale Age Discrimination Lawyer

If you’re 40 or over and believe your employer has treated you differently because of your age, contact The Amlong Firm. We can investigate the facts, advise you on your options, and build the kind of case designed to hold employers accountable. Our attorneys have litigated 200+ jury trials over nearly four decades representing employees across South Florida.

Ready to talk? Call us at (954) 953-5490 to discuss your age discrimination case today.

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