Age Discrimination Lawyer in NYC, Nassau and Suffolk

Experience should be an advantage, not a reason to be pushed out. If you are over 40 and seeing your role shrink, your pay fall behind, or your job disappear during a “restructuring,” you may be dealing with unlawful age discrimination. Leeds Brown Law represents employees in New York City, Nassau County, Suffolk County, Queens and Brooklyn who have been targeted because of age.

What Age Discrimination Looks Like

Layoffs or RIFs that skew older while younger, less experienced staff are retained.
Promotion denials despite equal or stronger performance than younger peers.
Pay gaps for substantially similar work performed by younger coworkers.
Comments and code words such as “fresh energy,” “digital native,” “long runway,” or “culture fit.”
Job redesigns that strip responsibilities or move you into a role with no future.
Constructive discharge where conditions are made so difficult you are forced to resign.

If these patterns began after a birthday milestone or around a reorganization, document everything and seek advice promptly.

Your Legal Protections in New York

ADEA – The federal Age Discrimination in Employment Act protects workers who are 40 or older from discrimination in hiring, pay, promotions, training, and terminations.
NY State Human Rights Law – Broad coverage and remedies. Often more protective than federal law.
NYC Human Rights Law – One of the strongest local laws in the country, with a lower threshold to prove harassment and unequal treatment.

These laws also prohibit retaliation when you report age bias, cooperate in an investigation, or refuse to go along with an illegal practice.

Age Bias in Layoffs and “Restructuring”

Employers often say a reduction in force is purely business. We look for data that tells a different story. Warning signs include:

Older employees overwhelmingly selected for termination.
Negative reviews that appear for the first time right before a RIF.
Positions “eliminated” but then filled by younger workers with similar duties.

In group terminations, employers may be required to disclose ages of those selected and not selected. Preserve any documents you receive and talk to a lawyer before signing a release.

Promotion Denials and Pay Disparities After 40

Age discrimination is not limited to termination. It also appears when salary progress stalls or high-visibility work shifts to younger peers. Evidence that strengthens your case:

Objective metrics showing you met or exceeded the same targets as a promoted younger coworker.
Emails or notes referencing “succession” or “energy” instead of performance.
Pay records showing persistent gaps with younger employees in substantially similar roles.

How to Protect Yourself and Build a Case

Document changes in duties, accounts, territories, and performance scores. Save calendars, memos and dashboards.
Keep a timeline of remarks, decisions and who made them. Note witnesses and dates.
Report in writing to HR or your supervisor. Ask for a response in writing.
Preserve pay and promotion data for comparators. Screenshots can be critical.
Get legal guidance early before resigning or signing a severance release.

What You Can Recover

Back pay, front pay and lost benefits.
Reinstatement or placement into the role you were denied.
Compensation for emotional distress.
Punitive damages in egregious cases where allowed by law.
Attorney fees and litigation costs.

Local Focus: Where We Represent Employees

Leeds Brown Law serves clients across New York City and Long Island, with a focus on:

Queens County – Airports, healthcare systems, retail, public sector.
Brooklyn – Education, tech, media, municipal roles.
Nassau County – Finance, professional services, hospitality, public agencies.
Suffolk County – Manufacturing, healthcare, schools, construction and trades.

Related Employee Rights

Many clients face a combination of issues. Explore these pages to understand overlapping claims:

Why Leeds Brown Law

We are trial-tested employment litigators who know how to uncover data, obtain documents and show juries what really happened. Whether your goal is reinstatement, compensation or a confidential settlement, we align strategy with results.

Age Discrimination FAQs

Is one ageist comment enough to sue?

A single stray remark may not be enough by itself, but a severe comment by a decision maker or a pattern of remarks tied to an adverse action can support a claim.

Do I qualify if I am under 40?

Federal ADEA protections apply to workers 40 and older. New York laws provide broader harassment protections but age claims are strongest for 40 and over.

Should I sign a severance agreement?

Not before legal review. You may be waiving claims and valuable rights without realizing it.

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