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How to Prove Age Discrimination After Being Laid Off During a “Reduction in Force” in California

In California, you can prove age discrimination in a “reduction in force” (RIF) by showing facts that the layoff disproportionately targeted workers age 40+ and that the employer’s stated RIF reasons are a pretext. RIFs are common in California, but they do not give employers a free pass to use age as a deciding factor. […]

How to Prove Age Discrimination After a Layoff in California When the Company Claims “Restructuring”

Age Discrimination and Protection / Jack Gilbert

Californians age 40+ are protected from layoff-related age bias under the Fair Employment and Housing Act (FEHA), even when an employer calls it a “restructuring.” In practice, you can prove age discrimination by showing the restructuring reason is pretext—using selection data, replacement evidence, and inconsistencies. This article explains the legal standards, best evidence, and step-by-step

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