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Is firing older workers age discrimination or efficiency?

Is Firing Older Workers Age Discrimination or Efficiency?

“Too Experienced… or Just Too Expensive?”

1. Warm-up Questions (Discussion)

At what age do you think someone is considered an “older worker”?
Should age matter when companies make hiring or firing decisions?
Do older workers bring advantages that younger workers don’t?
Is it fair to replace older workers with younger, cheaper employees?

2. Vocabulary Exercise – Match the Words

Match the words (1–8) with their correct definitions (A–H).

Words

Age discrimination
Efficiency
Experience
Productivity
Redundancy
Skill set
Workforce
Equality

Definitions

A. Treating people unfairly because of their age
B. How effectively work is done
C. Knowledge gained over time through work
D. The people employed by a company
E. The ability to produce results or output
F. A situation where a job is no longer needed
G. A group of abilities or qualifications
H. Fair treatment for everyone

3. Fun Vocabulary Exercise – Choose the Best Explanation

Choose the sentence that best explains each word.

Efficiency
a) Working quickly and effectively
b) Working longer hours
c) Being older at work
Redundancy
a) Learning new skills
b) Losing a job because it is no longer needed
c) Getting promoted
Experience
a) Natural talent
b) Knowledge gained from practice and time
c) Physical strength
Age discrimination
a) Treating everyone the same
b) Choosing workers based on performance only
c) Treating workers unfairly because of age

4. Reading Article

Older Workers: A Cost Problem or a Valuable Resource?

As populations age in many countries, companies are facing a difficult decision: should they keep older workers or replace them with younger employees? Supporters of workforce renewal argue that firing older workers can improve efficiency, while critics say this practice is a clear form of age discrimination. The debate highlights deeper questions about fairness, productivity, and the value of experience.

Those who defend replacing older workers often focus on costs and performance. Older employees may earn higher salaries due to their long careers and may require more health benefits. Some employers also believe that younger workers adapt more quickly to new technologies and changing business models. From this perspective, replacing older staff is seen as a way to increase productivity and reduce expenses.

Another argument focuses on skills. In fast-changing industries, companies may need new skill sets that older workers have not developed. Employers argue that efficiency depends on flexibility, speed, and technical ability. When companies restructure, positions may become redundant, making layoffs unavoidable. Supporters claim that these decisions are based on business needs, not age.

However, critics strongly disagree with this reasoning. They argue that older workers offer valuable experience that cannot be easily replaced. Years of problem-solving, industry knowledge, and professional networks often make older employees more reliable and effective. Experience can reduce mistakes, improve decision-making, and support younger colleagues through mentoring.

Another concern is equality. When older workers are targeted for layoffs, it sends a message that age matters more than performance. This can create fear and insecurity across the entire workforce. Employees may worry that loyalty and long-term contribution are no longer valued, which can damage morale and trust.

There is also evidence that age discrimination can harm companies in the long term. Losing experienced workers can result in knowledge gaps and training costs. Younger workers may be cheaper, but high turnover can reduce stability and increase recruitment expenses. In addition, diverse teams with different ages often perform better than groups made up of only one age group.

The ethical dimension of this issue is difficult to ignore. While companies need to remain competitive, they also have a responsibility to treat employees fairly. Many argue that decisions should be based on performance and skills, not age. Supporting lifelong learning and retraining could help older workers remain competitive without forcing them out of the labor market.

In conclusion, firing older workers can sometimes improve efficiency, but it often risks becoming age discrimination. A balanced approach that values experience while supporting adaptation may offer the best solution. The real challenge is not choosing between efficiency and fairness, but finding ways to achieve both.