Hey friend,

You were supposed to work another 5-10 years. Maybe coast a little. Build up that retirement fund. Leave on your own terms.

Then the email came. Or the meeting. Or the "restructuring."

You're living through the reality that no one prepared you for: The promise of job security for loyalty is dead.

If you're over 50 and just got laid off, you're not alone. You're definitely not behind. And you're about to discover that the rules of the game changed while you were busy playing by the old ones.

"I gave them 18 years. I mentored half their leadership team. They said experience mattered."

That's what David told me last week.

At 54, he was Senior Operations Director at a logistics company. Stellar reviews. Deep industry knowledge. The guy people came to when things got complicated.

Then came the "strategic realignment" announcement. In 2025, 159 tech companies laid off some 80,000 workers, with many citing AI adoption and efficiency measures as key factors. But it's not just tech—mass layoffs are happening across industries, and older workers are feeling the impact disproportionately.

David's department? "Streamlined." His role? "Duplicated by AI workflows."

His severance? Barely enough to cover his mortgage through the holidays.

The brutal truth he's learning? Almost a quarter of Americans ages 50 and older plan to make a job change in 2025—that's a 10% jump from last year. But three-quarters of people 50 and older think their age would be a barrier if they were looking for work.

David's doing everything "right":

✔️ Updated his LinkedIn (strategically omitting graduation dates)

✔️ Applied to 60+ positions.

✔️ Networked with former colleagues

✔️ Highlighted his "digital adaptability" in interviews

But after four months, the message is becoming clear: Age-discrimination experts say that some companies may use mass layoffs as an excuse to fire older workers before bringing on younger ones—possibly to shrink salaries, among other reasons.

"I thought my track record spoke for itself," David said. "Turns out, 'culture fit' is the new code."

The workforce is changing faster than ever, and older workers are caught in the crosshairs. Here's what the latest data reveals:

The Layoff Pattern is Undeniable
To prove age discrimination, an employee has the burden to prove that they would not have been laid off but for their age—a high burden unless there's direct evidence. Companies know this, which is why mass layoffs have become the preferred method.

The Demographics Tell the Story
Roughly one-in-five Americans ages 65 and older were employed in 2023—nearly double the share from 35 years ago. More older workers need to keep working, but fewer opportunities exist for career transitions.

Legislative Protection is Finally Moving
AARP recently endorsed the bipartisan Protecting Older Workers Against Discrimination Act (POWADA) of 2025, which would restore protections lost after a 2009 Supreme Court ruling that made it harder to prove age discrimination claims.

The Financial Pressure is Intensifying
Many older workers face insufficient retirement savings, with 92% needing or wanting more money for retirement. Getting laid off at 50+ often means accepting a 20-30% pay cut in the next role—if you find one.

The Skills Narrative is Shifting
While employers worry about older workers' tech skills, 44% of older workers today have a bachelor's degree or more education, compared with 18% in 1987. The "skills gap" argument often masks age bias.

The Job Market Paradox
Despite 170 million new jobs expected to be created by global macro trends this decade, older workers face unique barriers. The jobs being created often favor "digital natives" and require skills that weren't part of traditional career development.

The old strategies won't work in today's market. Here's what actually moves the needle:

Master the Age-Proof Resume
Remove graduation dates, but don't hide decades of experience. Lead with achievements from the last 7-10 years. Use contemporary language—not "computer literate" but "proficient in cloud-based collaboration tools."

Embrace Strategic Networking
Age discrimination lawsuits have been brought against companies, including tech giants like IBM, for allegedly targeting older workers. Your best protection? Inside connections who can advocate for your value.

Consider Alternative Work Arrangements
The traditional 9-to-5 might not be your path back. Today's older workers are different from the past—62% work full time, compared with 47% in 1987. But consulting, project work, and part-time roles might offer better entry points.

Address the Tech Question Directly
Don't wait for someone to question your digital skills. Get current certifications. Take an online course. Show that you're not just experienced—you're current.

Know Your Legal Rights
Under the ADEA, it's unlawful to discriminate against individuals age 40 or older in hiring, firing, layoffs, and other employment decisions. Document everything, especially if you see patterns in who gets laid off.

Target Age-Friendly Employers
Some companies actively value experienced workers. Research organizations that have multigenerational workforces and inclusive hiring practices.

Prepare for the Long Haul
This isn't a 6-week job search. Older workers are more likely to be unemployed for six months or more after job loss. Plan accordingly—financially and emotionally.

Spend 45 minutes this week conducting a brutally honest assessment:

Write down specific numbers, names, and dates. Vague answers won't help you in today's market.

📞 AARP Foundation's Back to Work 50+ — Free coaching and job placement assistance
⚖️ Protecting Older Workers Against Discrimination Act — Current legislative protections
📊 AARP Job Board — Age-friendly employer opportunities
🎓 LinkedIn Learning for 50+ — Skills updating courses
💼 Age-Friendly Employer Pledge — Companies committed to age diversity

"While older workers are more likely than younger ones to be unemployed for six months or more after a job loss, there are ways to sell their experience as a strength and stand out in a competitive market."
— AARP Foundation, 2025

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This is just the beginning. We're building something real here — together.

You are not expired. You are not obsolete. You are not done.

The system changed the rules without telling you. But they can't take away your problem-solving skills, your relationships, or your ability to see patterns that trip up younger workers.

Today's older workers are earning more and working more hours than ever before. The market for experience exists.

Yes, it's harder. Yes, it takes longer. But you've survived worse.

This isn't your ending. It's your next chapter.

One connection at a time — that's how we build what comes next.

You've got this. And we've got you.

— Win
Fellow layoff survivor, creator of Let Go Weekly