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Bosses Are Firing People in Their 60s and 70s Left and Right (And Honestly, We See Why)

Age, cost pressures, and AI are reshaping who keeps their job.

By Summer Nevins

Edited by Lisa Dammeyer

Updated Feb. 2, 2026

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Work used to come with an unspoken promise. Show up, do your job well, and reap the benefits of security in your career. But, for many workers in their 60s and 70s, that promise is quietly unraveling. Across industries, long-tenured employees are being laid off, nudged out, or "restructured" away, often with little warning and even less explanation.

This matters more than it might seem. Older workers are staying in the labor force longer out of necessity, not choice, as retirement savings fall short and Social Security alone doesn't cover the bills. Losing a job late in life isn't just inconvenient. It makes it hard to build wealth and can derail retirement plans, health care coverage, and long-term financial security at the exact moment stability matters most.

Below, we'll break down the key reasons employers are increasingly cutting older workers, what's really driving these decisions, and what it means for anyone approaching or already past traditional retirement age.

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Assumptions about retirement timing

Some employers assume older workers are ready to retire or won't mind being pushed out. These assumptions ignore the reality that many people work longer due to financial necessity. Still, managers may justify terminations by believing they're doing older employees a favor.

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Downsizing and restructuring

Layoffs tied to cost-cutting often hit older workers first. Those closer to retirement may be seen as more "replaceable," even if they perform well. Companies may assume these workers are more financially prepared to exit or less likely to push back, making them easier targets during workforce reductions.

Ageism in the workplace

Age bias remains a persistent issue, even with legal protections in place. Older employees may be unfairly labeled as less adaptable, less energetic, or resistant to change. Staying visible, engaged, and current with industry trends can help, but it's also important to recognize when a termination may reflect discrimination rather than performance.

Higher salaries

Longer tenure often comes with higher pay. When companies look to reduce expenses quickly, cutting higher-paid employees can deliver immediate savings. Unfortunately, this can put workers in their 60s and 70s at greater risk, even if their experience and institutional knowledge are valuable.

Health care and benefit costs

Older employees can cost more to insure, particularly before Medicare eligibility or when employers offer supplemental benefits. While rarely stated outright, these higher benefit costs may factor into layoff decisions during budget reviews, especially for companies under financial pressure.

Lack of technical skills

Many employers believe older workers struggle to keep up with new technology, especially as artificial intelligence (AI) becomes embedded in everyday tasks. While the stereotype isn't always fair, skill gaps can be real. Workers who don't actively learn new tools may be viewed as harder to retrain, making them more vulnerable during performance reviews or reorganizations.

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Resistance to change

Even when older workers adapt well, employers may assume they are less open to new workflows or leadership styles. This perception alone can influence decisions during reorganizations, especially in fast-changing environments where flexibility is prized over experience.

Limited retraining investment

Companies often prefer to invest training dollars in younger employees who are expected to stay longer. Older workers may be passed over for upskilling opportunities, which can then be used against them later as proof they "lack required skills."

Performance reviews are becoming stricter

As companies tighten budgets, performance standards often rise. Minor issues that were previously overlooked may suddenly become grounds for termination. Older workers may be scrutinized more closely, especially if management is already looking for reasons to reduce headcount.

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Shifts toward younger workforces

Some companies prioritize building younger teams that they believe will grow with the organization long-term. This can quietly disadvantage older employees, particularly in tech-forward or startup-style environments where youth is incorrectly equated with innovation.

Legal risk calculations

While age discrimination laws exist, enforcement can be complex and costly for workers. Some employers gamble that older employees won't pursue legal action due to time, money, or emotional strain, reducing the perceived risk of termination.

Changing job demands

Roles evolve over time, sometimes in ways that devalue experience while emphasizing speed, automation, or constant availability. When jobs shift quickly, employers may conclude, fairly or not, that older workers are no longer the right "fit."

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Economic uncertainty

During periods of economic instability, companies prioritize short-term survival over long-term loyalty. Older workers, despite their experience, may be viewed as less essential to future growth strategies, making them more vulnerable in uncertain markets.

Lack of internal advocates

Older workers may lose champions as managers retire, leave, or are replaced. Without someone actively advocating for their value, long-tenured employees can become easier to cut during leadership changes or restructurings.

Bottom line

Workers in their 60s and 70s are often let go for reasons that go far beyond job performance, including cost pressures, assumptions about retirement, and persistent age bias. While experience still matters, it doesn't always outweigh financial or strategic considerations.

One critical detail to know is that federal age-discrimination protections typically apply only to employers with 20 or more employees. Understanding your rights, staying current with skills, and documenting your value can make a real difference late in your career and can help you prepare yourself financially.

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