Age Discrimination Lawyers for Employers

Experienced Legal Representation for Employers Facing Age Discrimination Claims Under State and Federal Law

Age discrimination claims present serious legal and financial risk for employers operating in California. These claims frequently arise from termination decisions, reductions in force, workforce restructuring, and promotion or compensation decisions involving employees who are forty years of age or older. Even when decisions are driven by legitimate business or performance-based reasons, employers may still find themselves defending allegations of age-based bias.

Akopyan Law Firm, A.P.C. stands ready to represent employers in age discrimination matters arising under California’s Fair Employment and Housing Act (FEHA) or the federal Age Discrimination in Employment Act (ADEA). Each attorney at the firm brings more than 20 years of employment law experience, including extensive litigation and advisory work for employers facing complex workplace disputes. That experience informs every aspect of our legal strategy—from early risk assessment to trial preparation.

Decades of Experience in All Aspects of Employment Law Including Age Discrimination Matters

Age discrimination claims are rarely straightforward. They often involve long employment histories, subjective performance assessments, and business decisions that must be explained and defended years after they were made. Successfully defending these cases requires more than technical knowledge of the law—it requires judgment developed through decades of practice.

Our attorneys have over two decades of experience each handling employment law matters for employers. That experience allows us to anticipate issues early and position employers more effectively throughout the dispute.

Age Discrimination Under California and Federal Law

Both California and federal law prohibit discrimination against employees and job applicants who are forty years of age or older. In California, these claims are governed by FEHA, while federal claims are governed by the ADEA. Although the statutes overlap, they differ in important ways, including coverage thresholds, evidentiary standards, and available remedies.

Under both laws, employers may not take adverse employment actions when age is a motivating factor. However, federal law requires proof that age was the “but-for” cause of the employment action, while California law applies a more expansive standard. Navigating these differences requires experienced counsel who understand how forum selection and legal standards affect exposure and defense strategy.

How Courts Evaluate Age Discrimination Claims

Age discrimination cases are typically built on circumstantial evidence rather than direct statements. Courts apply a burden-shifting framework that requires employers to articulate and support legitimate, non-discriminatory reasons for their decisions. Documentation, consistency, and credibility are often decisive factors.

With more than 20 years of experience per attorney, our lawyers have defended employers through every stage of this process. We know what the trier-of-fact will look for, where employers are most vulnerable, and how to present evidence in a way that aligns with how these claims are actually decided.

Defending Employers Against Age Discrimination Allegations

Akopyan Law Firm, A.P.C. defends employers against age discrimination claims at every stage. Our attorneys are experienced in motion practice, discovery, and trial preparation, and we are prepared to try cases when resolution is not feasible.

Our long-standing litigation experience allows us to assess claims realistically, challenge unsupported allegations, and develop defense strategies grounded in the evidentiary record—not assumptions or boilerplate defenses.

When Employers Should Consult an Experienced Age Discrimination Defense Lawyer

Employers should most certainly retain experienced counsel upon being sued.  Beyond that it would be advisable to seek legal counsel when considering the termination of an older employee, planning a workforce reduction, or responding to an administrative charge. Early involvement of experienced counsel allows employers to identify risk, correct weaknesses, and make informed decisions before disputes escalate. With more than 20 years of experience per attorney, Akopyan Law Firm, A.P.C. is well-positioned to guide employers through these situations with clarity and confidence.

Areas Served:

The litigation and trial attorneys of the Akopyan Law Firm, A.P.C. provide services throughout Southern California including but not limited to Adelanto, Agoura Hills, Alhambra, Aliso Viejo, Altadena, Anaheim, Apple Valley, Arcadia, Arleta, Atwater Village, Azuza, Bakersfield, Baldwin Park, Banning, Beaumont, Bell, Bell Gardens, Bellflower, Beverly Hills, Blythe, Boyle Heights, Brea, Brentwood, Buena Park, Burbank, Calabasas, Calimesa, Camarillo, Canoga Park, Canyon Lake, Carson, Carlsbad, Cathedral City, Cerritos, Chatsworth, Chino Hills, Chino, Chula Vista, Claremont, Coachella, Colton, Compton, Costa Mesa, Corona, Coronado, Covina, Culver City, Cypress, Dana Point, Del Mar, Desert Hot Springs, Diamond Bar, Downey, Duarte, Eagle Rock, East Hollywood, East Los Angeles, Eastvale, Echo Park, El Cajon, El Monte, El Segundo, El Sereno, Encinitas, Encino, Escondido, Fontana, Fountain Valley, Fullerton, Gardena, Garden Grove, Glassell Park, Glendale, Glendora, Granada Hills, Hacienda Heights, Hawthorne, Hemet, Hesperia, Highland Park, Highland, Hollywood, Hollywood Hills, Huntington Beach, Huntington Park, Imperial Beach, Indian Wells, Indio, Inglewood, Irvine, Jurupa Valley, La Canada Flintridge, La-Crescenta Montrose, La Habra, La Mesa, La Mirada, La Palma, La Puente, La Quinta, La Verne, Laguna Beach, Laguna Hills, Laguna Niguel, Laguna Woods, Lakewood, Lake Balboa, Lake Elsinore, Lake Forest, Lancaster, Lawndale, Lemon Grove, Lincoln Heights, Loma Linda, Long Beach, Los Alamitos, Los Angeles, Los Feliz, Lynwood, Manhattan Beach, Mar Vista, Maywood, Menifee, Mission Hills, Mission Viejo, Monrovia, Montclair, Montebello, Monterey Park, Moorpark, Moreno Valley, Murrieta, National City, Newbury Park, Newhall, Newport Beach, Norco, North Hills, North Hollywood, Northridge, Norwalk, Oceanside, Ontario, Orange, Oxnard, Pacific Palisades, Pacoima, Palos Verdes, Palmdale, Palm Desert, Palm Springs, Panorama City, Paramount, Pasadena, Perris, Pico Rivera, Placentia, Pomona, Porter Ranch, Rancho Cucamonga, Rancho Mirage, Rancho Santa Margarita, Redondo Beach, Reseda, Rialto, Riverside, Rosemead, Rowland Heights, San Bernardino, San Clemente, San Diego, San Dimas, San Gabriel, San Fernando, San Jacinto, San Juan Capistrano, San Pedro, Santa Ana, Santa Clarita, San Marcos, Santa Monica, Santee, Sawtelle, Seal Beach, Shadow Hills, Sherman Oaks, Silver Lake, Simi Valley, South El Monte, South Gate, South Pasadena, South Whittier, Stanton, Studio City, Sun Valley, Sunland, Sylmar, Tarzana, Temecula, Temple City, Thousand Oaks, Toluca Lake, Torrance, Tujunga, Tustin, Twentynine Palms, Upland, Valencia, Valley Glen, Valley Village, Van Nuys, Ventura, Victorville, Vista, Walnut, West Covina, West Hills, West Hollywood, West Puente Valley, Westchester, Westminster, Westwood, Whittier, Wildomar, Winnetka, Woodland Hills, Yorba Linda

Featured Age Discrimination Regulation:

Defenses.

Generally. In addition to any other defense provided herein, once an inference of employment discrimination on the basis of age has been established, an employer or other covered entity may prove one or more appropriate defenses as generally set forth in section 11010 of subchapter 2.