Civil Engineer Alleges Age Discrimination in Job Market Search

Fifty applications sent over twelve months yielded a total response of zero, leaving a certified civil engineer to question whether age is quietly filtering out older job seekers in the modern labor market.

A reader named Ivars, a 59-year-old certified civil engineer with a private practice focusing on the construction of water supply, sewage, heating, ventilation, and air conditioning systems, shared his account of sending CVs without receiving responses. Despite decades of hands-on expertise, his attempts to secure new positions through standard recruitment channels hit a complete wall, with employers failing to offer even basic refusals explaining their decisions.

The experience highlights a persistent tension in professional hiring. Ivars noted that companies frequently gravitate toward younger candidates who may adapt quickly, whereas seasoned specialists often command higher salaries and hold firm views on industry standards. At the same time, the specialized salaries listed in job advertisements do not always match market realities for veteran professionals.

What State Labor Inspectors Track

While individual job seekers face frustrating silences, official channels register a rising volume of formal workplace grievances. The State Labor Inspectorate, known as VDI, handles consultations and complaints regarding potential discrimination, though the agency does not isolate age-specific statistics or track the exact demographics of applicants raising concerns.

Data provided by Dainis Deigelis, a leading expert in the strategic planning and data analysis department at VDI, show an upward trajectory in reports concerning equal rights and the prohibition of different treatment under the Labor Law. In 2024, the agency logged five reports regarding potential violations of Article 29 and 90 reports concerning Article 7. Those counts shifted in 2025 to 13 and 143 reports, respectively. During the first nine months of 2026, the inspectorate received 18 reports tied to Article 29 and 137 reports referencing Article 7. These numbers capture general equal treatment inquiries rather than confirmed infractions.

Complaints typically surface across several distinct scenarios during an employment lifecycle. Job searches represent a primary flashpoint when candidates suspect they are rejected for being too old or too young. Similar concerns emerge if workers face dismissal or subtle pressure to retire based on age rather than performance metrics. Disparities can also appear in wage structures and task allocations, where older staff members might find themselves receiving lower pay or sidelined from high-responsibility duties.

Legal Avenues and Deadlines for Applicants

When an employer breaches equal treatment rules during the hiring phase without objective justification, applicants hold the legal standing to pursue the matter in court. Under Article 34 of the Labor Law, individuals must file a lawsuit within three months of receiving a rejection notice. Successful legal claims do not force an employer to establish an employment contract, but they can secure financial compensation for damages and emotional harm.

For individuals encountering unequal treatment within an active job, the State Labor Inspectorate remains available to evaluate potential labor law infractions. Yet, proving intent in recruitment remains inherently difficult. A lack of callbacks leaves applicants to weigh whether silence stems from market saturation, automated screening software, or unstated age bias.

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