Age Discrimination ADEA Front-Pay + Back-Pay 2027 Calculator
ADEA settlements include back pay, front pay (often 1-5 years future earnings), and DOUBLE damages for willful violations. Calculate total settlement exposure.
| Back pay (months unemployed) | — |
| Front pay (PV of future) | — |
| Compensatory damages | — |
| Liquidated damages (if willful) | — |
| Total damages | — |
| Fee-shift recovered (~33%) | — |
| Net to plaintiff | — |
The Age Discrimination in Employment Act (ADEA) protects workers 40+ from discrimination. Damages include back pay (lost wages from termination to settlement, minus mitigation), front pay (future lost wages, typically 1-5 years), and LIQUIDATED damages equal to back pay if violation was willful. Attorney fees shift to defendant under 29 USC §216.
Back Pay vs Front Pay
Back pay: actual lost wages from termination to settlement/judgment, minus mitigation (new income or what you should have earned). Front pay: forward-looking, used when reinstatement isn't feasible. Court-determined based on age, industry, job market. Typically capped at 3-5 years.
Liquidated Damages 2× Rule
If jury/judge finds employer 'willfully' violated ADEA, plaintiff gets DOUBLE the back pay. 'Willful' = knew or showed reckless disregard. Pattern of discrimination, internal HR notes, age-related comments, or post-RIF demographics all evidence willfulness.
Mitigation Duty
Plaintiff must reasonably mitigate damages by seeking comparable employment. Failure to apply or accepting much lower role → reduces back pay. Document job search efforts. Industry-comparable positions count, not unrelated jobs.
Attorney Fee Shifting
Under §216, prevailing plaintiff recovers reasonable attorney fees. Hourly market rate × hours, multiplied by complexity factor. Defendant pays. Settlement typically negotiates fee in addition to damages — your offer should be net of fees.
Last updated May 2026. Sources: EEOC ADEA Statute, 29 USC §621-634 ADEA.