Were you passed over for a promotion, pushed out of a job, or treated differently at work because someone thought you were too young? Many people think age discrimination laws are only for workers who are 50, 60, or older. However, federal protections start at age 40. But what if you are being treated unfairly and you are under 40?
In Minnesota, the picture looks quite different, and you may have more options than you realize. If you are working in the Twin Cities, whether that is downtown Minneapolis near the Hennepin County Government Center, out in Bloomington, or across the river in St. Paul, you may have legal protections that workers in many other states do not have.
At the employment law firm of John A. Klassen, P.A., our attorney focuses on fighting for employee rights. If you are battling an unfair situation at your job, contact us to learn about your legal options.
Minnesota Laws Protect Workers Under Age 40
The federal Age Discrimination in Employment Act, draws a clear line and prohibits employers from discriminating against individuals who are 40 years of age or older on the basis of age. Workers under 40 are not covered at the federal level.
Minnesota takes a different approach. Minnesota state law extends age discrimination protections well beyond what federal law provides. Among other protections, the Minnesota Human Rights Act prohibits age discrimination in employment and expands protection beyond the federal law to include all people who have reached the age of majority, which Minnesota defines as 18 years of age or older. This means a 24-year-old who gets passed over for a promotion because a manager thinks she is too young and inexperienced for the company’s culture may have a legitimate claim under Minnesota law, even though federal law would offer her nothing.
Minnesota’s state law also applies to employers with just one or more employees, making it broader than many federal laws. Compare that to the federal ADEA, which only applies to employers with 20 or more workers. A small business in Minnesota must be compliant as well.
What Does an Age Discrimination Claim Require?
A valid claim for age discrimination generally requires showing that age was a factor in an adverse employment decision, including hiring, firing, pay, promotions, layoffs, job assignments, benefits, training, and other terms or conditions of employment.
Age discrimination cases are built on evidence, not confessions. Employers rarely announce that age drove a decision. What matters is whether the surrounding facts tell a consistent story. Patterns of comments, who got promoted and who did not, how performance reviews shifted over time, whether younger or older colleagues were treated differently in comparable situations. These details can be significant.
Retaliation is also prohibited. It is unlawful to retaliate against an employee who reports being treated differently due to their age, and examples of retaliation can include termination, demotion, denial of promotion, unwarranted discipline, an unjustified negative performance review, suspension, forced leave, reduction in pay or hours, and denial of benefits. If you raised a concern internally and things got worse after that, the retaliation piece may be just as important as the underlying discrimination claim.
What Can I Recover If My Claim Succeeds?
Remedies available under Minnesota’s state law can include compensatory damages, back pay, job reinstatement, changes in policy, and punitive damages. The specific outcome in any case depends on the facts, the strength of the evidence, and a range of other factors that vary from situation to situation. We have seen clients recover meaningful amounts, and we have also seen cases where the damages were more limited. Every situation is different, which is why an early conversation with an attorney tends to be worthwhile before drawing any conclusions.
How Long Do I Have to File a Claim?
The Minnesota Human Rights Act requires an individual to either commence a civil action or file a charge with the Minnesota Department of Human Rights within one year after the occurrence of an unlawful discriminatory act. One year sounds like a reasonable amount of time, but in practice, people spend months trying to figure out whether what happened to them was really discrimination, whether it is worth pursuing, and whether they can afford an attorney.
Two separate filings are required if you wish to pursue both state and federal claims. As of October 1, 2025, the MDHR and EEOC no longer cross-file, meaning a filing with one agency does not preserve a claim with the other. If you are considering both state and federal routes, two separate deadlines with two separate agencies need to be tracked.
If you believe your employer made decisions about your job based on your age, whether you are 25 or 55, we want to hear what happened. Contact John A. Klassen, P.A., to schedule a consultation with our attorney. We help employee throughout the Minneapolis and St. Paul metro, including Hennepin, Ramsey, and Dakota counties.