Looking for a new job in your 50s or 60s can feel like walking into a headwind. Despite decades of experience, many older job seekers in Ireland report a creeping sense that their age is working against them. Some notice interview invitations drying up. Others encounter job adverts peppered with phrases like “digital native” or “recent graduate” that seem designed to exclude anyone over a certain age.
The good news? Irish law is firmly on your side. And recent legislative changes are strengthening protections even further.
TLDR
Age discrimination in recruitment is illegal in Ireland under the Employment Equality Acts 1998-2015. The law covers job adverts, interviews, and hiring decisions. A new 2025 Act also protects workers from being forced to retire before the state pension age of 66. If you experience age discrimination, you can bring a complaint to the Workplace Relations Commission (WRC).
What the Law Actually Says
The Employment Equality Acts 1998-2015 prohibit discrimination on nine grounds, and age is one of them. This protection applies across every stage of employment, but it is particularly important in the hiring process. Under the Acts, it is unlawful for an employer to discriminate based on age in:
- Job advertisements – wording that directly or indirectly excludes people of a certain age
- Access to employment – decisions about who gets interviewed or offered a role
- Conditions of employment – the terms offered to successful candidates
- Training and promotion – opportunities made available once in the role
The law also covers indirect discrimination, which is just as important. This happens when a policy or requirement appears neutral but disproportionately affects people of a particular age group. For example, requiring a qualification that was only introduced recently could indirectly exclude older applicants, even if age is never explicitly mentioned.
How Ageism Shows Up in Recruitment
Outright age discrimination in a job advert is relatively rare these days. Most employers know better than to write “applicants must be under 35.” But ageism in hiring has become more subtle, and that can make it harder to identify and challenge.
Common signs include:
- Coded language in job adverts: Terms like “energetic,” “dynamic,” “digital native,” or “recently qualified” can signal a preference for younger candidates without stating it directly.
- Overemphasis on “cultural fit”: When interviewers focus heavily on whether a candidate will “fit in” with a younger team, this can mask age-based assumptions.
- Dismissing experience as “overqualification”: Being told you are “overqualified” is sometimes a polite way of saying “too old.” While genuine overqualification concerns can be legitimate, they can also be used as cover.
- Assumptions about technology: Presuming that older candidates cannot adapt to new tools or software, without actually testing their skills.
Research from the Irish Human Rights and Equality Commission (IHREC) consistently shows that age discrimination remains one of the most commonly reported forms of workplace discrimination in Ireland. A 2021 Irish Times investigation found that “little has changed in relation to workplace age discrimination in the past 20 years,” despite it being illegal throughout that period.
A New Law Strengthening Protections
In December 2025, Ireland enacted the Employment (Contractual Retirement Ages) Act 2025. While this Act primarily addresses retirement rather than hiring, it represents a significant shift in how Irish law views older workers.
The key change: once commenced (expected during 2026), the Act will allow employees to remain in employment until the state pension age of 66, even if their contract specifies an earlier retirement age. Employers will need to provide objective justification if they wish to enforce retirement before 66.
This matters for hiring because it reinforces a broader principle: Irish law increasingly recognises that people should be able to work for as long as they are willing and able, without arbitrary age-based barriers. It also helps bridge the income gap that many workers face when forced to retire before they are eligible for the state pension.
There Are Some Exceptions
The law does permit certain age-related distinctions, but they are narrow:
- Employers can set a minimum recruitment age of up to 18
- A maximum recruitment age may be set where significant training investment would not be recouped before retirement, but this must be objectively justified
- Occupational pension schemes can have age-related rules, provided they are reasonable
- The Defence Forces and An Garda Síochána have specific age provisions related to the physical demands of the role
Crucially, the burden of justification falls on the employer. If challenged, they must demonstrate that any age-related requirement serves a legitimate aim and is proportionate.
What to Do If You Experience Age Discrimination
If you believe you have been discriminated against because of your age during a recruitment process, there are clear steps you can take:
- Document everything. Keep copies of job adverts, correspondence, interview notes if available, and any communication that suggests age was a factor. Note dates, names, and what was said.
- Raise it with the employer. Sometimes discrimination is unintentional. A direct conversation or written complaint to the employer’s HR department can resolve the issue and prompt better practices.
- Contact the Irish Human Rights and Equality Commission (IHREC). The IHREC provides information, advice, and in some cases legal assistance to people who have experienced discrimination. They can be reached at ihrec.ie.
- File a complaint with the Workplace Relations Commission (WRC). You can bring a formal complaint to the WRC within six months of the discriminatory act (extendable to 12 months in certain circumstances). The WRC adjudicates discrimination complaints and can award compensation of up to two years’ pay or €40,000 for those not yet employed by the respondent.
Recent WRC decisions show that these complaints are taken seriously. Awards of €20,000 to €40,000 have been made in recruitment discrimination cases, sending a clear message to employers that the law has teeth.
Tips for Older Job Seekers
While the law provides important protections, there are also practical steps you can take to strengthen your position in the job market:
- Focus your CV on the last 10-15 years. You do not need to list every role since the 1980s. Highlight recent, relevant experience.
- Showcase adaptability. If you have learned new technologies, completed recent training, or adapted to significant changes in your industry, make that visible.
- Use your network. Many roles for experienced professionals are filled through referrals and connections. Organisations like Age Action Ireland and local employment services can also provide support.
- Know your worth. Decades of experience bring judgement, reliability, and perspective that cannot be taught. Do not undersell yourself.
Looking Ahead
Ireland’s workforce is ageing. According to the CSO, the number of workers aged 55 and over has grown significantly in the past decade, and this trend will continue. Employers who embrace age diversity are not just complying with the law; they are accessing a deep pool of talent, experience, and institutional knowledge.
At Críonna Health, we believe that every stage of life brings its own strengths. Whether you are navigating a career change in your 50s, re-entering the workforce after a break, or simply asserting your right to be judged on merit rather than age, the law is on your side. Use it.
📷 Photo by Annie Spratt on Unsplash
