Azerbaijan.US
Despite the retirement age in Azerbaijan being set at 65, many citizens report facing serious difficulties in finding employment once they pass the age of 35. The trend has become increasingly visible in recent years and is now widely discussed by job seekers, HR specialists, and labor market experts.
A review of job postings shows that age limits-sometimes explicit, sometimes implied-remain common. This has created a paradoxical situation: while the working age is formally extended, access to the labor market for people in their late 30s and 40s is often restricted.
Job seekers say that after 40, and especially after 45, finding stable employment becomes significantly harder than it is for younger candidates. Employers are widely believed to favor younger applicants, largely due to lower salary expectations and perceived flexibility. Older candidates are frequently redirected toward ride-hailing services, short-term contracts, or lower-skilled positions, regardless of their previous experience.
HR professionals attribute this pattern to persistent stereotypes. Candidates over 35 are often seen as less adaptable to new technologies, slower to embrace change, and more demanding in terms of pay due to family responsibilities and accumulated experience. As a result, employers tend to prioritize applicants under 35, whom they view as more dynamic and easier to train.
At the same time, experts note that Azerbaijan does not face a general shortage of jobs. However, hiring practices across many sectors increasingly emphasize workforce “rejuvenation,” making age one of the most decisive informal filters in recruitment.
Specialists advise job seekers over 35 to focus on positions within fields where they already have solid experience, allowing them to leverage their professional background and practical skills. Employers who move past age considerations often place greater value on proven expertise during interviews.
According to information provided by the State Employment Agency, vacancies are available for individuals over 50 through the national employment system. These roles, however, are mostly concentrated in auxiliary and practical occupations, including drivers, service staff, technicians, and manual trades. The agency also notes that individuals with less than two years remaining until retirement are granted priority access to employment programs.
Experts stress that age should not be a decisive hiring criterion. Instead, recruitment decisions should be based on a candidate’s skills, adaptability, and professional potential rather than on numerical age alone.
