What is the primary protection offered by the Age Discrimination in Employment Act (ADEA)?

The Age Discrimination in Employment Act (ADEA) primarily protects individuals who are 40 years of age and older from discrimination in the workplace based on age. This legislation was enacted to address and reduce the biases that older workers may face, ensuring that they have equal opportunities in hiring, promotion, and job retention.

The focus on individuals over 40 reflects societal recognition of the challenges that older workers can encounter, such as stereotypes regarding productivity or adaptability. By making it illegal for employers to discriminate based on age, the ADEA seeks to foster an inclusive workforce that values the experience and contributions of older employees.

The other options, while important aspects of employment law, do not pertain directly to age discrimination as outlined in the ADEA. For instance, preventing discrimination based on race is covered under different legislation, such as Title VII of the Civil Rights Act. Promoting equal pay for equal work relates to the Equal Pay Act, and job security for union workers is addressed in labor laws, distinct from age-related protections. Therefore, the correct answer reflects the specific protections established under the ADEA.