Age Discrimination Attorneys in Maryland

In order to ask about a person’s age, the employer must be able to show the following:

• The age requirement is essential to the core functions of the business
  An individualized approach would not be practical, and employment decisions must be based on age
• The exception is narrow and typically applies in job roles such as law enforcement or firefighting. If your employer or prospective employer asks about your age without a reasonable cause, then it is best to consult a workplace ageism lawyer in Maryland.

What Proof Do I Need in an Age Discrimination Case?

Proving age discrimination can be challenging, as it often involves subtle and indirect actions by the employer. 

However, certain types of evidence can help establish a strong case:

• Direct evidence: This includes explicit statements or actions by the employer indicating age bias. For example, if a supervisor states that a position is being given to a younger employee because they are "more energetic," this qualifies as direct evidence.
• Circumstantial evidence: This includes patterns or practices that suggest age discrimination. For example, if a company consistently hires younger employees while older, qualified applicants are rejected, this may indicate discrimination.
• Disparate treatment: Evidence that older employees are treated less favorably than younger colleagues in similar situations can support a claim. For instance, if an older employee is terminated for minor infractions but younger employees are not disciplined for the same conduct, this can point to age discrimination.
• Documentation: Keeping detailed records, including emails, memos, performance reviews, and other relevant documents, can help establish a timeline and pattern of discriminatory behavior.
• Witness testimony: Statements from coworkers or other witnesses who have observed discriminatory comments or behavior can strengthen a case.

Maryland workers use both state and federal processes when collecting and submitting evidence. The Maryland Commission on Civil Rights accepts various documents and interviews and may conduct its own investigation to supplement what you provide. Employees can gather statements from colleagues or supervisors to establish a timeline of events. Because of local legal requirements, preserving records like emails and calendar entries often helps demonstrate workplace patterns in Maryland cases.

Potential Compensation & Outcomes in Maryland Age Discrimination Cases

Employees who prove age discrimination in Maryland may access several remedies under federal and state law. Compensation may include reinstatement to a former position, back pay for lost wages, or reimbursement for lost benefits. Courts sometimes award front pay when returning to the previous job is not possible. In certain situations, claimants may also recover legal fees and costs tied directly to their case, making it more manageable for employees to seek justice.

Maryland law works with federal law to give employees a fair chance to recover after discrimination. Local courts and administrative agencies often consider the impact on an employee’s career, emotional distress caused by discrimination, and actual losses linked to unlawful conduct. These remedies promote fair treatment across Maryland’s workforce and discourage employers from future violations. Understanding what you may recover helps you make informed decisions about your options.

Contact Our Age Discrimination Attorney in Maryland Today

If you are considering filing a claim for age discrimination with the EEOC or the Maryland Commission for Human Rights, you must file the complaint within 300 days of the alleged act of discrimination.

Our employment law attorneys have extensive experience determining the likelihood of success of potential age discrimination cases. We have litigated age discrimination cases at the state, federal, and administrative levels, and will be strong advocates on your behalf.

Many Maryland claims first proceed through the local administrative system before going to court, with unique deadlines and rules for each. Acting quickly to gather evidence and understand your options matters for workers statewide. The The Law Office of Andrew M. Dansicker team helps clients navigate both state and federal systems, making sure Maryland laws—such as those enforced by the Maryland Commission on Civil Rights—are fully considered at every stage of a claim.

If you are experiencing age discrimination, reach out to our age discrimination lawyers in Maryland at The Law Office of Andrew M. Dansicker by calling (410) 213-3392 or contacting us online.

FAQs

How long do I have to file an age discrimination claim in Maryland?

In Maryland, you typically have 300 days from the date of the alleged discriminatory act to file a claim with the Maryland Commission on Civil Rights or the Equal Employment Opportunity Commission. Acting promptly helps protect your rights and preserves your ability to seek relief.

Does Maryland law protect younger workers from age discrimination?

Maryland law protects individuals who are age 40 or older from age discrimination in the workplace. Employees under 40 generally do not have age discrimination protections under state or federal law.

Can a small business in Maryland be held liable for age discrimination?

Yes. Maryland law applies to businesses with as few as 15 employees, so smaller employers can be held accountable for violations. This expands protection for workers compared to federal law, which requires a minimum of 20 employees.