The Age Discrimination in Employment Act (ADEA) of 1967 originated from the Civil Rights Act that became law in 1964. The Civil Rights Act, through Title VII, suggests that discrimination in the workplace in terms of color, race, religion, National roots and gender should be prohibited. At that time, age discrimination was not yet included. Later, in 1967, a study completed by the US Department of Labor revealed that age discrimination was prevalent, to which Congress reacted with the 1967 ADEA. This law provided protection to employees aged under between 40 and 65 years. , the law is constantly updated as needed.

The main changes in the 1967 ADEA are reported in this article.

In 1978, the ADEA application was transferred by then-President Jimmy Carter to the Equal Employment Opportunity Commission (EEOC). It was also in the same year that Congress further expanded protection to include employees up to 70 years old. Nine years later, the age limit was removed to protect older people against discrimination. The Civil Rights Act of 1991 revised all of the primary civil rights laws that were being implemented in the country, which included the ADEA of 1967. The law reversed some decisions made by the Supreme Court, making it difficult for biased plaintiffs to age will win cases. However, in 1996, the Supreme Court ruled in his favor in O’Connor v. Consolidated Coin Caterers Corp. In this case. The Supreme Court ruled that the ADEA does not require the fired employee to show that his replacement was under 40 years of age. However, four years later, the Supreme Court gave the impression of going against those people who have been victims of age discrimination again. as it claimed that state government agencies were protected by the Constitution from being charged for money-related damages.

In 2002, almost 20,000 complaints of age discrimination were filed with the Equal Employment Opportunity Commission, which was considered a record. Most of these complaints were the result of the economic downturn and an aging workforce, made up of the Baby Boom generation that was reaching retirement age. The following year, the EEOC reached the largest settlement in an age discrimination case in history. There was a $ 250 million late payment for 1,700 California public safety officers. Over the past 40 years, changes were made to the 1967 ADEA, but not all of them were for the benefit of victims of age discrimination. More changes are expected over time as these changes will be made to accommodate the evolving society.