The Age Discrimination Employment Act was established in 1967. It was put in place to prevent discrimination toward workers aged 40 and over. The act outlines that discrimination is unlawful concerning apprenticeship programs, promotions and benefits. It also is illegal to fire or lay off a worker simply based on age which is a practice that has long been used. The employer thinks that if they lay off or fire the older worker, they do not have to pay out benefits that the worker has earned. The ADEA in itself is very long and complicated. There are many exceptions and revisions that can make it difficult for the lay person to understand. That is why many choose to hire an attorney before they even file a claim with the EEOC. If the EEOC determines that they think you have a lawsuit, you will need an attorney anyway. Over the years, workers 40-70 have been denied jobs and many opportunities based on stereotypes. Just as many have been denied benefits and other forms of discrimination. The purpose of the ADEA is to prevent that. It is overseen by the EEOC, which is the Equal Employment Opportunity Commission. Any age discrimination claims must be made with the EEOC.