Los Angeles Age Discrimination Lawyer

Miracle Mile Law Group stands firm in our commitment to providing top-notch legal representation for employees subjected to age discrimination in the workplace. Located in the heart of Los Angeles, we are committed to fighting for justice in our city and beyond, representing clients throughout the state of California.

About Our Age Discrimination Law Services

Age discrimination is a pervasive and frequently overlooked issue. Despite being outlawed under the Age Discrimination in Employment Act (ADEA) and California’s Fair Employment and Housing Act (FEHA), it continues to surface in many workplaces. Our service extends to employees who have been unfairly treated, passed over for promotion, or dismissed due to their age.


In California, the primary law that protects employees from age discrimination is the Fair Employment and Housing Act (FEHA). Under the FEHA, it is illegal for an employer to discriminate against an employee or applicant based on age if the individual is 40 years old or older.


This prohibition against age discrimination applies to all aspects of employment, including hiring, firing, promotion, job assignments, training, compensation, and any other terms or conditions of employment. Moreover, employers are also prohibited from retaliating against individuals who file a complaint of age discrimination, testify, or participate in any way in an investigation, proceeding, or litigation under the FEHA.


The FEHA applies to employers with five or more employees. Additionally, it extends protection to both employees and job applicants.


Remedies under FEHA for age discrimination may include hiring, reinstatement, promotion, back pay, front pay, compensation for emotional distress, punitive damages, and reasonable attorney’s fees and costs.

How Our Age Discrimination Attorneys Can Help

Our experienced and skilled team of attorneys is committed to protecting your rights and seeking the justice you deserve. We will:


  • Evaluate your case thoroughly, free of charge
  • Develop a strategic plan tailored to your specific circumstances
  • Guide you through each step of the legal process and handle legal proceedings on your behalf as your legal representation
  • Seek full and fair compensation for the harm you’ve suffered, including lost wages, benefits, emotional distress, and punitive damages
  • Handle all communication and negotiations with your employer or their legal counsel
  • Take your case to trial if a fair settlement cannot be reached

Our Expertise

The attorneys at Miracle Mile Law Group have a comprehensive understanding of federal and state laws regarding age discrimination. Combined with years of experience in employment law, we know how to effectively advocate for our clients. We have successfully represented countless employees, securing favorable settlements and verdicts.

Common Legal Remedies in Age Discrimination Lawsuits

When a plaintiff is successful in an age discrimination case in Los Angeles, the remedies can come in various forms, each aiming to compensate for the harm suffered. Here are some of the common legal remedies:


  • Back Pay: This includes the wages, benefits, and any other compensation you would have earned from the time of the discriminatory act to the time the case is resolved.
  • Front Pay: If reinstatement isn’t possible or practical, front pay may be awarded to cover future lost earnings, usually calculated from the time of judgment until the plaintiff can find a comparable position.
  • Reinstatement: If you were wrongfully terminated, you might be reinstated to your old position.
  • Out-of-Pocket Expenses: These are expenses you incurred as a result of the discrimination, such as costs associated with a job search or medical expenses.
  • Emotional Distress Damages: These compensate for the mental anguish and emotional suffering caused by the discrimination.
  • Punitive Damages: These are awarded in cases where the employer’s conduct was particularly egregious or malicious, to punish the employer and deter similar conduct in the future. In California, punitive damages are not capped in employment discrimination cases.
  • Reasonable Attorney’s Fees and Costs: If you win your case, the court may order the defendant to pay your attorney’s fees and litigation costs.
  • Training and Policy Changes: The court may require the employer to conduct anti-discrimination training or make policy changes to prevent future discrimination.


It’s important to note that the exact remedies will depend on the specifics of each case, such as the severity of the discrimination, the employer’s conduct, and the harm suffered by the plaintiff. Therefore, while these are common remedies, the exact outcome can vary. Miracle Mile Law Group can discuss the potential remedies you could receive based on the scope of your case and the circumstances in your case. Contact Miracle Mile Law Group for a case consultation with an expert employment lawyer who specializes in age discrimination. 

Contact Us Today

If you believe you have been a victim of age discrimination, don’t hesitate to reach out to us. We offer a free initial consultation where we can evaluate your case and advise you on the best way forward.


At Miracle Mile Law Group, we believe in your right to be judged by your merits and abilities, not your age.

Age discrimination is when your employer treats you less favorably or takes some other adverse employment action against you due to your age.  Almost every state has enacted some law that protects employees from age discrimination on top of the federal law in place.

Under federal law, the Age Discrimination in Employment Act of 1967 (ADEA) protects applicants aged 40 and over from discrimination in all aspects of employment.

The ADEA does NOT apply to:

  • Employers with less than 20 employees
  • Independent contractors
  • Elected officials
  • Military personnel

The ADEA does apply to: 

  • Employers with at least 20 employees
  • Employment agencies
  • The federal government
  • State and local government (though remedies are often limited)
  • Labor organizations with at least 25 members

Under the ADEA, it is unlawful for employers to fail or refuse to hire, to discharge, or to otherwise discriminate against any individual with respect to compensation, terms, conditions, or privileges of employment because of that person’s age. Further, it is also unlawful for an employer to harass an employee on the basis of their age. For example, if an employer repeatedly and pervasively makes offensive and derogatory comments about an employee’s age in order to get him or her to quit, then Age Discrimination is likely to have occurred.

Similar to federal law, California’s Fair Employment and Housing Act (FEHA) affords some of the same protections as the federal Age Discrimination in Employment Act of 1967. However, FEHA affords stronger protection to employees because employers with a minimum of 5 employees are covered under FEHA, whereas under the ADEA, only employers with a minimum of 20 employees are covered.

An age discrimination lawyer can help you prove your claims, however, there are active steps you can take to better your case. These steps include:

  • Create a written record documenting anything that may suggest Age Discrimination, such as comments or conduct by your boss.
  • Immediately consult an attorney after you have faced termination or other adverse employment action because there is a statute of limitations that may bar your recovery.
  • Gather up all your performance and personnel records. Often times your employer will try to blame your demotion or termination on bad behavior or performance.
  • Print all e-mails and correspondence that may suggest Age Discrimination.Try to make a note of the ages of the people who were not laid off.

$51,000,000: An employee was fired from Lockheed Martin at the age of 66 after 17 years of hard work. The employee was not given any reason for his termination and over time he noticed that older employees were routinely given lower performance reviews than their younger counterparts. Subsequently, after the trial concluded, the jury awarded the employee over $51,000,000 in damages. See Braden v. Lockheed Martin.

$26,000,000: A 66-year-old man was discriminated against and harassed based upon his age by his supervising managers at Staples. For example, his mangers schemed to discharge older, higher paid employees and he was often the but of the joke when his co-workers would refer to him as the “old goat” and “old coot.” When his managers pressured him into resigning, he refused. He was later fired because he took a bell-pepper worth 68 cents from the company cafeteria, which was nothing more than a pretext to Age Discrimination. The jury later awarded the plaintiff in this case $26,000,000. See Nickel v. Staples Contract and Commercial Inc., et al.

$12,000,000: Texas Roadhouse, a national restaurant chain, was sued because of a nationwide practice of age discrimination. The EEOC claimed in the suit that the chain denied front-of-the-house positions — servers, hosts, server assistants and bartenders — to applicants 40 years and older. The case went to trial but ended in a mistrial; however, before the retrial of the case, the parties settled for $12,000,000 as part of a consent decree. See EEOC v. Texas Roadhouse Inc.

$6,200,000: During a reduction in workforce, an employer laid off 8 employees out of the 56 in the department. Coincidentally, while only 17 of the 56 employees in that department were 55 or older, all eight laid-off employees were at least 55.  Moreover, the average age of retained employees was 45, while the average age of terminated employees was 62. The jury understood the plaintiff’s plight and justifiably rewarded the victims over $6,200,000 in damages. See Marcus v. PQ Corp.

$4,500,000: An employee worked for a hospital for nearly 40 years before being fired. After taking medical leave to treat breast cancer, the employee began working on a part time basis. His supervisors asked him to retire because they needed a full-time worker, though his doctors said he would be fully recovered by the end of the year. The employee eventually fully healed only to find out that he was replaced by someone much younger. The jury awarded the plaintiff over $4,500,000.

$3,000,000: 3M, the company famous for its Post-It-Notes, was sued for age discrimination due to certain policies within the company. 3M terminated many older, more compensated employees in a ploy to develop “30 year-olds with management potential” as well as in an effort to cut costs. They led a concerted effort train younger employees while leaving older ones out of the loop. Further emails showed a company culture that placed youthful employees above seasoned veterans on the totem pole. For example, one memo stated that then CEO Jim McNerney wanted to “tap into the youth as participants in the leadership development.” The case eventually settled for $3,000,000 with the proceeds going to the 290 class members. See EEOC v. 3M Co.

$130,000: In another case, a GE subsidiary gave an employee lower performance ratings, despite his successful job performance, because of his age at 61. It was also alleged that the company failed to assign the employee to a higher level position but instead awarded the position, which had greater salary potential, to a younger, less qualified employee. He was also subjected to unfair and heightened job scrutiny, given him poor performance ratings, and refused to promote him based on his age and in retaliation for his internal complaints about discrimination. He was later awarded $130,000 in a settlement. See EEOC v. MRA System Inc.

    • Age Discrimination cases are very tricky as there is rarely a “smoking gun” that definitively proves that it occurred. It is important to have representation to navigate your way through age discrimination laws. Proving age discrimination is no easy feat as employers rarely explicitly say that the reasons for the decisions they make are based on the employee’s age. Therefore, the proof needed to win an Age Discrimination case is usually circumstantial at best. However, there are some things employers can do proactively to assist their lawyer in proving that they were discriminated against based on your age.

Here at Miracle Mile Law Group, we receive many questions surrounding age discrimination. We will answer some of the most frequently asked questions from employees who face age discrimination, and share some guidance.