Dublin Age Discrimination Attorneys

Age Discrimination Lawyers Who Fight for Discriminated East Bay Workers

Protecting the rights of employees who face age discrimination.

A worker’s age should not affect how they are treated in the workplace and their employment opportunities. The unfortunate reality is that many employers unlawfully use age as a factor when making employment decisions. Older workforce members seeking a new job or trying to succeed at work are particularly at risk of the negative impacts of age discrimination.

California and federal laws protect workers 40 years of age and older from wrongful termination and other forms of workplace discrimination. The rules also apply to job applicants. Erlich Law Firm provides quality legal representation to Dublin workers who have faced age discrimination on the job.

Age is a Protected Characteristic

Not only is age discrimination harmful, but it is also illegal. Age is protected under California’s Fair Employment and Housing Act (FEHA) and the federal Age Discrimination in Employment Act (ADEA). This means workers and job applicants over 40 are shielded from discrimination alongside other protected classes like sex, race, and disability. The FEHA applies to employers with five or more workers, while the ADEA affects companies with 20 or more employees.

Employment in Dublin

Dublin has been one of the fastest-growing cities in Alameda County over the past few years. Located in the Tri-Valley region of the East Bay, Dublin is home to a variety of employers, including small and medium-sized businesses and large corporations. The city has 2,301 businesses, 67.41 percent of which have one to four employees.

One of the largest employers in Dublin is Ross Stores, which was previously included on Fortune Magazine’s list of 500 top companies in America. The city’s proximity to Silicon Valley has made it an attractive option for technology firms like Carl Zeiss Meditec, Saba Software Inc., and Epicor. Other top employers in the area are TriNet and Kaiser Permanente Dublin Medical Offices and Cancer Center.

Dublin also has plenty of retailers, such as Whole Foods, Target, and Nordstrom Rack and popular shopping areas, such as Persimmon Place and Hacienda Crossings. The city is home to a diverse mix of restaurants that range from sushi joint Amakara to brunch classic Denica’s Real Food Kitchen.

With easy access to Interstates 580 and 680 and two BART stations, Dublin’s workforce of 38,281 people consists of commuters from across the Bay Area as well as residents. In 2022, 71 percent of jobs in the city were white-collar, while 28 percent were blue-collar.

Targeting Older Employees is Unlawful

Older employees are an integral part of workplaces in Dublin and across California. As of 2020, workers aged 50 and older comprised over a third of the U.S. workforce.

As of 2023, the majority of Dublin’s population is between the ages of 30 to 39, with a median age of 35. The third-largest age group in the city comprises people between 40 and 49.

The FEHA and ADEA make it unlawful for employers to target older employees based on age when hiring, training, firing, determining salaries, and controlling other aspects of employment. Some Dublin employers appreciate the experience and value that older workers bring to the workplace. Other companies, however, fall into the trap of age-related biases and stereotypes. They try to oust more senior employees in favor of younger workers even if they lack qualifications and experience.

Types of Age Discrimination

An employee may not always realize they are being subjected to age discrimination. Employers may use subtle tactics to cover up their disparate treatment of particular workers. An AARP survey found that around 13 percent of workers aged 50 and older reported being passed up for a promotion due to their age, while 17 percent received negative age-related comments at work.

Older employees may be experiencing age discrimination in a Dublin workplace when they are:

  • Forced to quit their job;
  • Wrongfully terminated;
  • Targeted in layoffs;
  • Denied advancement opportunities;
  • Refused benefits or proper pay;
  • Blocked from undergoing the same training as younger employees;
  • Subjected to a hostile work environment via ageist comments and insults; and
  • Overlooked for a promotion in favor of a more youthful, less-experienced worker.

Job applicants can be subjected to age discrimination during the hiring process in various ways, such as being asked about their age during a job interview or being denied employment because they are over 40. According to the AARP, more than half of job seekers aged 50 and older were asked to provide their birthdates during the job application or interview process. It is also unlawful for employers to set age limits on job openings.

How Age Discrimination Occurs in Dublin Workplaces

One of the leading occupations in Dublin is sales, which accounts for around 14.34 percent of jobs in the city. Executives, managers, and administrators comprise 12.75 percent of occupations, followed by office and administrative support at 10.37 percent, business and financial operations at 7.74 percent, and education at 6.65 percent. While there are many different types of age discrimination, here are some examples of how it may occur in various workplaces in Dublin.

Tech Industry: Dublin has a flourishing tech sector that includes companies like Saba Software Inc. and Carl Zeiss Meditec that are at the cutting edge of innovation. In recent years, many media reports have identified a general age bias that exists in the tech industry. Employers often favor younger employees and view older workers as out of touch.

Such stereotypes can escalate into discriminatory treatment. Older employees may face challenges in securing jobs or promotions due to assumptions that they may not be as adaptable to new technologies. They may be viewed as lacking the energy and enthusiasm that is present in younger professionals.

Retail and Customer Service: Age discrimination can manifest in retail and customer service industries in both the hiring process and day-to-day job duties. Employers may prefer to hire younger workers, assuming they are more energetic, tech-savvy, or better able to relate to younger customers. Older workers may be overlooked for positions or assigned less favorable shifts or duties. In some cases, employers may make the work environment unpleasant to try and get the employee to quit their job.

Healthcare Sector: Age discrimination can also occur in the healthcare industry in Dublin. Older healthcare professionals, such as nurses or doctors, may face age-related bias in career advancement opportunities. They may be passed over for leadership roles or not given challenging assignments. Employers may have assumptions about their ability to keep up with the demanding nature of working in the medical field.

Financial Services: Age discrimination can impact the financial services sector, particularly in fields like banking and insurance. Employers might favor younger workers for client-facing roles, believing that they can better connect with and understand the needs of younger customers. Older employees may be denied opportunities for career growth or excluded from strategic decision-making roles. They may be unfairly targeted for layoffs in an effort to retain a younger workforce.

Hospitality and Tourism: In the vibrant hospitality and tourism industry of Dublin, age discrimination can occur during the hiring process or in promotions. Younger applicants may be preferred for positions such as hotel management or marketing roles. Companies may claim they want to project a so-called youthful image to align with their brand. Employers may overlook the experience, skills, and abilities of older workers, assuming that younger employees are better able to relate to their target customer base.

In the restaurant industry, older workers can experience age discrimination in scheduling, such as being forced to work less-desirable shifts. Employers might assign late nights or weekends disproportionately to older employees, assuming they have fewer personal commitments. Coworkers might make ageist jokes or offensive age-related comments directed at older workers.

Holding Employers Accountable for Age Discrimination

If you have experienced adverse treatment at work based on your age, a knowledgeable Dublin age discrimination lawyer can help you pursue just compensation. California workers can report their employer’s discriminatory actions without fear of retaliation. You can file an age discrimination lawsuit against your employer to recover lost wages and benefits, among other types of compensation.

At Erlich Law Firm, taking legal action against your employer can seem daunting. With our experienced representation, however, you can be assured that your case will be in good hands. We will keep you updated on developments throughout the legal process, never agreeing to a settlement unless you are satisfied with the outcome. Our lawyers are also ready to take your case to trial if necessary.

Our Dublin age discrimination lawyers understand the tactics that employers often use to shield themselves from lawsuits. For example, they may present discriminatory practices as legitimate business considerations instead of admitting that age was the motivating factor for various employment decisions. Erlich Law Firm knows how to fight against such claims with solid evidence to prove that age discrimination indeed occurred.

Call for a Free Case Evaluation

Erlich Law Firm is ready to help workers obtain compensation for their employer’s discriminatory practices. If you have been subjected to age discrimination in the workplace, contact an experienced employment lawyer. Our Dublin age discrimination attorneys will explain your legal options and advise you on what steps you can take to protect your rights. Get started today with a free consultation.


My parents were heavily involved in community organizing. Seeing neighbors and friends’ parents struggle in the workplace gave me a sense of purpose that I wanted to help others. Many employees feel helpless and powerless in the workplace, and helping them vindicate their rights is the right thing to do.

- Jason Erlich

Client testimonials

Jason took the time to explain and guide me through the challenging process, and went the extra steps in consistently providing guidance and putting my concerns and questions high on their list.

Jeff V., Oakland

Jason Erlich made me feel like I was in the right place right away.I had some serious problems with a previous employer and he took care of everything. From the start he helped with my concerns and fears going up against a big corporation.

Susan W., Pacifica

With Jason’s expertise, commitment and aggressiveness, the case is now over and it’s only been 6 months!! I would HIGHLY recommend Jason Erlich to anyone that needs an employment lawyer.

Carla, Petaluma

I can highly recommend Jason Erlich Esq. for any employment law matter. He is an outstanding lawyer, embodies a mix of honesty, knowledge, client care and tough mindset.

Roger J., Oakland

When employees' legal rights are violated, we take time to explain their legal options, listen to their goals, and aggressively argue their case until we achieve the resolution they deserve.