10 Surprising Findings: Employers Quietly Ghosting Older Job Seekers

A long work history used to be an unquestioned asset on a résumé. Today, it can sometimes be a disadvantage in unexpected ways. While many hiring managers still value experience and stability, others treat age as a negative signal—even when it shouldn’t be. A 2026 survey from the Transamerica Institute highlights this tension: many Americans expect to work later in life, yet age bias continues to shape how some employers evaluate candidates.

The Magic Number Is 65

In the United States, 65 has long been regarded as the standard retirement age, in part because people become eligible for Medicare around that time. The Transamerica Institute survey, however, reveals a harsher reality in hiring practices: when employers were asked to name a cutoff age, 65 was the median age at which some say applicants become “too old to hire.” That perception can disadvantage qualified candidates who are fully capable of doing the job.

Bias Can Start Before Medicare

Age bias can appear well before Medicare eligibility. For example, a 58-year-old candidate may have up-to-date skills, strong references, and a clear need for employment, yet 8% of employers in the survey said they consider 60 to be the age at which a candidate becomes too old to hire. That cutoff is years before many people receive government health benefits and demonstrates how perceptions, not realities, often drive hiring decisions.

Current Employees Often Have More Leeway

Current employees frequently enjoy greater tolerance than outside applicants. Employers in the survey reported 68 as the median age at which a current worker becomes too old for the job, compared with 65 for new hires. That three-year gap reflects a common workplace trend: companies judge familiar staff on demonstrated performance, while older applicants can be filtered out before they ever get an interview.

Workers Are Redefining Retirement

Employer-funded pensions are no longer central to most retirement plans. According to the survey, 38% of workers plan to retire after age 65, and another 6% say they might never stop working. Cost-of-living pressures, inadequate retirement savings, and longer lifespans push many people to stay in the labor force. Staying employed is often a financial necessity rather than a reflection of workplace satisfaction.

Retirement May Include Paid Work

More than half of surveyed workers expect to engage in paid work during retirement, whether full-time or part-time. That work may take the form of consulting, seasonal positions, lower-pressure roles, or entirely new careers after finishing a primary job. Employers who dismiss older applicants risk overlooking dependable employees seeking stable roles without rapid advancement.

The Law Already Provides Protection

The Age Discrimination in Employment Act (ADEA), enacted in 1967, protects workers 40 and older and applies to employers with 20 or more employees. Under the ADEA, employers cannot refuse to hire or otherwise discriminate against a person because of age. Employers may still assess candidates on relevant skills, schedules, qualifications, and performance—but they cannot use age as the basis for denying employment.

Filing Complaints Has Time Limits

Maintaining a paper trail helps substantiate claims of age discrimination. Workers who suspect bias should save job postings, emails, interview notes, dates, and names of contacts. Generally, individuals have 180 days to file a complaint with the Equal Employment Opportunity Commission (EEOC), although state and local deadlines can vary. Waiting too long can weaken an otherwise valid claim.

“Age-Friendly” Labels Require Evidence

Many companies use welcoming language to attract older workers, claiming they are “age-friendly” or value multigenerational teams. Catherine Collinson of the Transamerica Institute warns that “age-friendly” lacks a standard definition; genuine inclusivity shows up in concrete actions such as fair hiring practices, meaningful benefits, flexible schedules, and policies that support retention.

Older Workers Notice the Patterns

An AARP study found that 22% of workers age 50 and older feel they are being pushed out of their current jobs, and 64% have seen or experienced age discrimination at work. Older job seekers often sense when employers stop returning calls or use vague language—terms like “energy” or “culture fit” can be euphemisms for a preference for younger candidates.

The Workforce Is Aging

The Bureau of Labor Statistics projects that workers aged 75 and older will be the fastest-growing segment of the U.S. labor force through 2034, and that participation among people 65 to 74 will rise to about 30%. Hiring systems built on outdated retirement assumptions will face a practical challenge as older employees become a larger share of the workforce. Employers that adapt their recruitment and retention practices can benefit from a pool of experienced, dependable talent.