Age Discrimination in Employment Act
29 U.S.C. §§ 621 to 634, 29 CFR Part 1625 · Read 2026-08-15
In force since 1968. It protects applicants and employees aged forty and above at employers with twenty or more employees, and the Older Workers Benefit Protection Act sets what a valid waiver of age claims must contain.
Identifier
- Identifier
- 29 U.S.C. §§ 621 to 634, 29 CFR Part 1625
- Level
- Federal
- Status
- In force
- Adopted
- 1967-12-15
- Applies from
- 1968-06-12
- Supervisory bodies
- EEOC
Named requirements
Coverage
Employers with twenty or more employees and individuals aged forty and above.
Prohibited practices
Hiring, discharge, compensation, classification and job advertisements.
Waivers of rights
The knowing and voluntary waiver requirements in separation agreements.
Bona fide occupational qualification
The narrow ground on which age may be used.
Official source
United States case law
20 decisions · Read from CourtListener, Free Law Project on 2026-08-22.
- Mark Pannek v. U.S. Bank Nat'l Ass'n
6th Cir.Open to review by a higher court, the source does not state the outcome
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- Mark Charlton-Perkins v. Univ. of Cincinnati
6th Cir.Open to review by a higher court, the source does not state the outcome
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- Paul Lisenby v. Olympus Corporation of the Americas
3rd Cir.Open to review by a higher court, the source does not state the outcome
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- Derrick McCoy v. Markwayne Mullin
7th Cir.Open to review by a higher court, the source does not state the outcome
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- Naya Abbey v. Metro. Gov't of Nashville & Davidson Cnty.
6th Cir.Open to review by a higher court, the source does not state the outcome
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- Sharpe-Miller v. Walmart
10th Cir.Open to review by a higher court, the source does not state the outcome
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- Amy DiChiara v. Summit Medical Group, Inc.
6th Cir.Open to review by a higher court, the source does not state the outcome
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- Mark Lee v. West Virginia University Medical Corporation
4th Cir.Open to review by a higher court, the source does not state the outcome
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- John Doe 1 v. Office of the Director of National Intelligence
4th Cir.Open to review by a higher court, the source does not state the outcome
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- Crawford v. Salve Regina University
1st Cir.Open to review by a higher court, the source does not state the outcome
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- Vairrun Strickland v. City of Markham
7th Cir.Open to review by a higher court, the source does not state the outcome
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- Joshua Harris v. W6LS, Inc.
7th Cir.Open to review by a higher court, the source does not state the outcome
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Change monitoring
The row is re-read against the publisher's own publication on a fixed interval. The dates below can be checked on the spot and travel with the API response.
| Field | Value |
|---|---|
| Register | EEOC, 29 U.S.C. §§ 621 to 634, 29 CFR Part 1625 |
| Publisher | U.S. Equal Employment Opportunity Commission |
| Last read | 2026-08-15 |
| Interval | Every 30 days |
| Next re-read | 2026-09-14 |
| Status | Re-read overdue |
Row history
Dated events concerning this exact row, newest first. No event appears here without a date in a primary source.
| Date | Event | Source |
|---|---|---|
| 2026-08-15 | Row read against the official publication | U.S. Equal Employment Opportunity Commission |
| 1968-06-12 | Date of application according to the publisher | U.S. Equal Employment Opportunity Commission |
| 1967-12-15 | Adopted under 29 U.S.C. §§ 621 to 634, 29 CFR Part 1625 | U.S. Equal Employment Opportunity Commission |
Monitoring states when the row was checked, not how the legal position should be assessed.
Cite this row
The string below travels with a memo, a case file or an agent chain. The same string sits in the citation field of the API response.
29 U.S.C. §§ 621 to 634, 29 CFR Part 1625, Age Discrimination in Employment Act. NovaCopilot, https://legal.exploreworldai.com/us/regler/age-discrimination-in-employment-act (hämtad 2026-11-02, bevis sha256:58e73374978d78a8, bygge legal-2026-11-02).
- sha256:
- 58e73374978d78a87a60561e824e4d6e1f026b9cb67fc17b8e4ddccb7e2378b1
- hämtad:
- 2026-11-02
- source_confidence:
- official
- bygge:
- legal-2026-11-02
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The row is a source reference with an official identifier. No legal advice and no compliance decision.
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