Age Discrimination Lawyer in Brooklyn
Support For Older Workers Facing Unfair Treatment
If you are an older worker who suddenly feels pushed aside, criticized, or replaced at work, you may be wondering whether what you are facing is lawful. Brown Kwon & Lam helps employees understand their rights and the options they have when age becomes a factor in workplace decisions.
We are a New York City-based employment law firm that regularly represents workers in Brooklyn and across the region. Our attorneys focus on protecting employees from unlawful discrimination, including situations involving termination, layoffs, demotions, or harassment tied to age. When you contact us, you can speak directly with the partners who will guide your matter from the first consultation through resolution.
If you are looking for a lawyer for job discrimination, our firm has obtained millions in recoveries and favorable judgments in employment disputes. These outcomes reflect our commitment to careful preparation and steady advocacy on behalf of people whose careers and livelihoods are at stake.
Get comprehensive legal guidance from a age discrimination attorney you can trust. Call (212) 295-5828 or contact us promptly to schedule your consultation.
Why Choose Our Firm
When you are searching for an age discrimination attorney in Brooklyn, you need more than a name on a website. You need a team that understands how employers make decisions, how age bias appears in real workplaces, and how to move a case forward without creating unnecessary risk or expense.
At Brown Kwon & Lam, clients meet and communicate directly with the partners handling their case. You are not passed from person to person or left wondering who is in charge of your matter. From the first conversation, we take time to understand your work history, what has changed, and what you want to see happen next.
Our attorneys bring rigorous legal training, including education at institutions such as Cornell University, and prior experience in federal and state courts. We have obtained millions in recoveries and favorable judgments across complex employment disputes, including discrimination and wage and hour matters. These results show that we know how to present facts, challenge employer narratives, and pursue meaningful outcomes when significant income and benefits are on the line.
Because we have represented both employees and employers, we understand how age discrimination claims are often defended. This perspective helps us anticipate the arguments and tactics your employer or its lawyers may use and address them directly in our approach. We also manage every stage of an employment dispute, from early advice and internal responses to mediation, arbitration, and trial when that is warranted.
Throughout the process, we focus on responsiveness and clarity. Calls and emails are returned promptly. We explain each step in plain language, and we make sure you understand your options, potential risks, and the likely next developments.
Recognizing Age Discrimination At Work
Many older workers hesitate to label what they are experiencing as age discrimination. Laws such as the federal Age Discrimination in Employment Act protect workers who are 40 or older from unfavorable treatment because of age in hiring, firing, promotions, and other key decisions. New York State and New York City laws often provide broader protections for employees working in Brooklyn.
In practice, age based bias is rarely announced openly. It often appears through patterns and comments that, taken together, signal that age is affecting how you are treated. You may notice that younger coworkers are consistently given new opportunities while you are told you are not a good “fit” for the direction of the team. A new manager may suddenly question performance that had been praised for years.
Some workers hear repeated comments about retirement or jokes about keeping up with technology. Others see older employees targeted when departments are reorganized or positions are eliminated. In some cases, a reduction in force that mostly affects workers over 40 follows soon after discussions about lowering costs or bringing in “new energy.”
One age discrimination lawyer on our team will look at the full picture, not just isolated events. We consider how decisions were made, who was involved, how your performance history compares to younger colleagues, and whether policies were applied consistently.
Common signs that may suggest age discrimination include:
- Sudden negative performance reviews after years of positive feedback
- Comments about retirement, being “overqualified,” or needing “new blood”
- Older workers being reassigned to less favorable roles or shifts
- Layoffs or restructuring that disproportionately affect employees over 40
- Younger employees being promoted or hired into roles you are qualified for
Seeing one sign alone does not automatically mean you have a legal claim. However, if several of these concerns are present, it can be important to speak with an attorney who can assess your situation under the specific laws that apply to workers in New York City.
What To Do If You Suspect Age Bias
If you believe age is affecting how you are treated at work, your next steps can influence both your legal options and your day-to-day experience. You do not need to wait until you are fired to seek guidance. Early advice from an age discrimination lawyer can help you protect yourself while you are still employed or as you navigate a separation.
Documentation is often important in these cases. Save copies of performance reviews, emails, text messages, and any written policies that relate to your position. Keep a private timeline of events that concern you, including dates, what was said or done, and who was present. Be as specific as you can, and store this information outside your work systems when allowed, such as on a personal device or notebook.
Be thoughtful about internal complaints or reports to human resources. In some situations, making a written or documented complaint can help establish that the company was aware of your concerns, which may trigger legal protections against retaliation. In other situations, poorly framed complaints or informal conversations that are not documented can complicate matters. Before you raise concerns formally, it can be useful to discuss the situation with an attorney who can help you plan the approach.
You should also be cautious about signing any severance agreement or release of claims. Employers in Brooklyn and throughout New York often present separation packages that require you to waive potential age discrimination claims in exchange for payment. These agreements may contain deadlines and complex terms. Once you sign, you may lose important rights. Our firm can review these agreements with you and explain what you are giving up and whether the offer reflects the risks involved.
Deadlines also play a role. Age discrimination claims may involve filing a charge with the Equal Employment Opportunity Commission, the New York State Division of Human Rights, or the New York City Commission on Human Rights. Each forum has its own rules and time limits. Waiting too long to act can limit your options, so it is important to understand which deadlines may apply to your situation.
If you are unsure what to do next, we invite you to contact our office to discuss your circumstances. The consultation is free, and our attorneys will walk through what you have experienced, what documents you have, and what paths may be available under the laws that protect employees working in Brooklyn.
How Our Attorneys Handle These Cases
When you reach out to Brown Kwon & Lam about potential age discrimination, our first step is to listen carefully. During the initial consultation, we ask about your position, your work history, recent changes at your job, and any documents you have saved. We also talk about your goals, whether you want to remain employed, negotiate a separation, or pursue a claim.
We then evaluate your situation under the federal Age Discrimination in Employment Act, the New York State Human Rights Law, and the New York City Human Rights Law. Employees who work in Brooklyn are often protected by more than one of these frameworks, which can affect what remedies are available and where a claim can be filed. We explain how these laws apply in plain terms so you understand the legal standards involved.
Depending on the facts, possible paths can include internal efforts to address the problem, filing an administrative charge, seeking negotiation, or preparing for mediation, arbitration, or litigation. For some clients, our role focuses on reviewing and negotiating severance agreements. For others, we guide them through proceedings before agencies such as the EEOC’s New York District Office, the New York State Division of Human Rights, or the New York City Commission on Human Rights.
Court involvement, when it occurs, can include state or federal courts that hear employment matters for people who live or work in Brooklyn. Our attorneys have experience in both types of forums, and we manage every stage of the process, from pleadings and discovery to motion practice and, when appropriate, trial.
We also draw on our background in complex employment disputes, including collective and class actions, when age discrimination appears as part of broader patterns affecting many workers. Our experience representing both employees and employers helps us anticipate how companies might respond to allegations of age bias and plan thoughtful responses.
Throughout, we prioritize communication. We provide regular updates, explain key developments, and remain available to answer questions. Our clients know who is handling their matter and how to reach us. We work to move cases forward efficiently, with practical strategies that take into account both the legal and personal impact of age discrimination.
Reach out to an age discrimination attorney in Brooklyn for experienced legal support. Complete our online form to start the process promptly.
Frequently Asked Questions
How do I know if I have an age discrimination case?
You do not need perfect proof before you contact us. If you are over 40 and see patterns where age seems to drive decisions, we can review your facts under federal, state, and city law, then explain whether legal protections may apply.
Can I be fired for reporting age discrimination at work?
Employers are generally prohibited from retaliating against workers who make good faith complaints of discrimination. Retaliation can still happen, but it can create additional legal claims. We can discuss how to raise concerns and what protections may apply in your situation.
What will it cost to talk to your attorneys?
Your initial consultation with our firm is free. During that conversation, we explain how fees work for your type of matter. Arrangements can vary depending on the case, and we make sure you understand the structure before you decide how to proceed.
What should I bring to my first meeting with you?
It helps to bring any documents related to your employment and recent changes. These can include offer letters, contracts, handbooks, performance reviews, emails, texts, and any severance proposal. A written timeline of key events is also useful, even if it is informal.
How long do age discrimination cases usually take?
Timing depends on many factors, including whether the matter is resolved through negotiation, agency processes, or court. Some cases resolve within months, while others take longer. We discuss expected steps and typical timeframes once we understand the path your matter may follow.
Our knowledgeable job discrimination attorneys are prepared to guide you. Call (212) 295-5828 to book your initial consultation without delay.
