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Bosses Are Firing People in Their 60s Left and Right (And Honestly, We See Why)

From rising healthcare costs to subtle age bias, here's what's really driving the trend.

By Summer Nevins

Edited by Amanda Machado

Updated Nov. 27, 2025

Getting fired in your 60s when retirement is right on the horizon might sound like a worst-case scenario, and for many Americans, it's become a harsh reality.

If you are in your 60s, there is no time like the present to prepare for retirement, and it can be challenging to plan with uncertainties looming in your future. From corporate downsizing to cultural bias, older workers are being pushed out of the workforce, often with little warning.

Learn some reasons why employers are letting go of seasoned professionals, and what's really behind it.

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Cost reduction

Many companies are cutting costs wherever they can, and older employees often come with higher salaries and longer vacation accruals. According to the Bureau of Labor Statistics, workers in their early 60s earn about 25% more than those in their 30s, making them prime targets when budgets tighten.

If you find yourself on the chopping block due to cost reasons, it doesn't have to be the end of the road. Many seasoned workers find success in consulting, part-time contract roles, or small businesses. These are places that value experience and leadership.

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Motivation and longevity

Once workers hit their 60s, many employers assume they're nearing the finish line. Because people can start claiming Social Security benefits as early as age 62, managers may view older employees as less invested in long-term goals or career growth. That perception can influence who's chosen for layoffs or passed over for promotions.

To counter this, older professionals can make their commitment visible by pursuing new training, mentoring younger colleagues, or taking on strategic projects that show they're still forward-focused, not winding down.

Automation and technological shifts

Automation and artificial intelligence are transforming industries, and older workers often bear the brunt of that change. Jobs that rely on routine tasks, like administrative, manufacturing, or data-entry roles, are increasingly being replaced by software and machines. Research from the Brookings Institution shows that positions most at risk of automation tend to employ a higher share of workers over 50.

To stay competitive, older employees can invest in learning digital tools, AI basics, or project management software. These skills show adaptability and help them thrive alongside, not against, new technology.

Health costs and insurance burden

Older employees often cost more to insure, and those expenses can add up fast for companies offering comprehensive health benefits. Employers may see cutting older staff as a way to reduce premiums and healthcare claims, especially in smaller firms where insurance costs are shared across fewer people. It's a harsh calculation, but one many organizations quietly make when trimming expenses.

Cultural bias toward youth

Some companies lean toward a younger workplace culture, seeing it as more dynamic or "innovative," even if that's just code for age bias. Many companies favor a younger workplace culture, believing it brings energy, fresh ideas, and innovation. While this can boost team dynamics, it often masks an unspoken age bias, making older employees feel out of place or overlooked.

In 2021, a global survey of 3,800 workers and 1,400 employers showed that 44% of hiring managers said applicants aged 35-44 were the best culture fit, and only 15% said that about applicants aged 45-60.

Productivity perceptions

Older workers often face the stereotype that they're slower or take more time off, even if it isn't true. These perceptions can influence managers' decisions, leading to unfair performance evaluations or missed promotions.

In some cases, employers may preemptively let go of experienced staff simply because they assume productivity will decline with age, overlooking the knowledge, reliability, and mentorship these employees bring to the workplace.

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Prioritizing "Fresh Perspectives" over experience

Some employers actively seek "fresh perspectives," favoring younger hires who they believe bring new energy or ideas. While innovation is important, this can marginalize older employees, making their experience and institutional knowledge seem less valuable.

Even high-performing veterans may be overlooked simply because management equates age with stagnation, rather than recognizing the strategic advantage of seasoned insight in decision-making and mentoring.

Skill gaps and training

Older workers are sometimes assumed to resist training or struggle with new technologies. This stereotype can lead employers to skip investing in their development, widening skill gaps unnecessarily.

Even when employees are eager to learn, perceptions of reluctance can result in fewer opportunities, making it easier for companies to justify letting them go in favor of younger, "more adaptable" hires who require less guidance.

Fear of lawsuits or compliance burdens

Ironically, some employers view older workers as potential legal or compliance risks. Long-tenured employees are often more familiar with company policies and may be more willing to speak up about workplace issues or unfair practices.

Rather than valuing that accountability, certain companies see it as a liability, quietly opting to replace experienced staff with newer hires who are perceived as less likely to challenge management decisions.

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Corporate restructuring and reorganization excuses

Restructuring and reorganization are often used as formal reasons to cut senior staff without explicitly citing age. Companies can frame layoffs as necessary business moves while targeting higher-paid, long-tenured employees.

This provides a convenient cover for age-related decisions, letting organizations reduce costs and refresh the workforce under the guise of strategic change, even when experience would be a valuable asset to the company's future.

Bottom line

If you're in your 60s, now's the time to get ahead financially. The sad fact is that employers often target workers in their 60s for layoffs due to costs, perceived productivity issues, or a desire for a "younger" workforce. From healthcare expenses to cultural biases, age-related assumptions can quietly influence decisions, even when performance remains strong.

Interestingly, despite these trends, older employees often outperform younger colleagues in reliability, problem-solving, and mentorship — qualities that can be critical to a company's long-term success.

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