50% of workers over the age of 40 report earning less than their younger coworker

As the U.S. workforce continues to age, the issue of age discrimination is becoming more pronounced—particularly for elder millennials, Gen Xers, and baby boomers, many of whom say they’re facing significant workplace bias that’s taking a toll on morale.

Roughly 90% of American workers aged 40 and older say they’ve encountered ageism on the job, according to a new report by job platform Resume Now. One of the most striking examples is pay disparity: nearly half of these older workers report earning less than their younger peers. About 49% say they are paid less than Gen Z or younger millennials for doing the same work.

Beyond pay, many older employees say they’re being passed over for growth opportunities, which stifles their career progression. Around 22% of workers over 40 say their workplaces regularly bypass older colleagues when assigning challenging tasks. Nearly all respondents say ageism has limited their access to professional development or training opportunities, and about 16% say they’ve been overlooked for promotions in favor of less qualified, younger coworkers.

The emotional impact of such bias is significant. Among workers over 40 who’ve faced ageism, 45% say it left them feeling lonely and isolated, 44% report experiencing depression, and 36% say it caused anxiety. The discrimination doesn’t just affect careers—it’s damaging people’s mental health and sense of belonging.

Yet addressing ageism remains difficult. Although 94% of affected workers say they reported the issue to HR, only 45% say any real intervention followed. About 37% say the offending colleague received a warning, 30% said they were reprimanded without being fired, 23% say the person was terminated, and 5% report that no action was taken at all.

With the aging of the American workforce now a clear demographic reality, employers must recognize the urgency of tackling age-based bias. HR leaders play a critical role in dismantling these barriers, expanding access to advancement, and ensuring older workers are valued for their expertise and contributions—not sidelined because of their age.