What is the burden of proof for a plaintiff in an age discrimination case?

In an age discrimination case, the appropriate burden of proof placed upon the plaintiff is that they must demonstrate the presence of discriminatory intent while complying with the standard laid out in the Age Discrimination in Employment Act (ADEA). The American legal framework surrounding age discrimination claims primarily utilizes a mixed-motive analysis, where the plaintiff must show that age was a motivating factor in the adverse employment decision.

While the mention of a "rational basis" standard generally refers to legal analyses involving government actions under equal protection, it is relevant here because age discrimination claims can be evaluated under the framework of whether the employer's decision had a legitimate, non-discriminatory justification. The plaintiff's showing must be adequate to demonstrate that age was not merely a factor, but a significant one that affected the employment decision.

Thus, the reference to a rational basis standard highlights the necessity for the plaintiff to establish their claim sufficiently, aligning with the legal expectations of proving discrimination rather than an absence of legitimate interest. Consequently, the burden of proof does not shift significantly to the defendant until the plaintiff meets the initial threshold of demonstrating that age discrimination occurred. This underscores the nuanced way in which age discrimination is legally approached, ensuring that plaintiffs are tasked with substantiating their claims before the burden