The U.S. Equal Employment Opportunity Commission filed a lawsuit against Montrose Regional Health on September 30, 2025, accusing the Colorado hospital of age discrimination and retaliation against older nurses. This action targets harassment in the Same Day Surgery and Post-Anesthesia Care Unit, where managers allegedly pushed out experienced staff over 40, marking the second such federal case against the facility.
Allegations in the Latest Lawsuit
The suit claims that two managers, including the chief nursing officer, targeted older nurses with unfair treatment. Witnesses reported comments that belittled their age and pushed for younger hires. When these nurses raised concerns, the hospital ignored them and fired several in response.
This pattern shows a clear violation of federal protections. Older workers faced extra scrutiny and hostile remarks that created a toxic environment. The EEOC argues this conduct broke the Age Discrimination in Employment Act and Title VII of the Civil Rights Act.
Key examples of alleged statements include:
- We need younger nurses to take over this unit.
- Bring in more youthful and energetic staff.
- Derogatory jokes about older nurses’ abilities.
These incidents happened over recent years, with firings tied directly to complaints. The case highlights how retaliation silences workers who speak up.
Montrose Regional Health’s Response
Montrose Regional Health quickly denied the claims in a public statement. The hospital called the allegations unfounded and expressed disappointment in the EEOC’s decision to sue. They plan to seek more details from the agency to understand the specific accusations.
Leaders at the hospital stressed their commitment to a fair workplace. They noted that many staff left voluntarily or for performance reasons unrelated to age. The board chair emphasized pride in their team’s standards and dedication to respect.
This defense comes amid growing scrutiny. The hospital has a history of promoting diversity, but the lawsuit challenges that image. Officials hope to resolve the matter through legal channels without admitting fault.
History of EEOC Actions Against MRH
This is not the first time Montrose Regional Health faces such charges. In September 2016, the EEOC sued over widespread age discrimination, including the firing of a nurse with 27 years of service. That case involved lenient treatment for younger staff on similar issues.
The 2016 suit ended in a 2018 settlement. Montrose paid $400,000 and agreed to a three-year consent decree with training and policy changes. The decree required reporting discrimination complaints to the EEOC.
Despite those reforms, the new lawsuit suggests ongoing problems. It focuses on a specific unit but echoes past patterns. The EEOC views this as a failure to learn from prior mistakes.
| Aspect | 2016 Lawsuit | 2025 Lawsuit |
|---|---|---|
| Main Allegations | Widespread firings of older nurses | Harassment and retaliation in one unit |
| Key Example | Firing after 27 years of service | Comments pushing for younger staff |
| Outcome So Far | $400,000 settlement, consent decree | Ongoing federal court case |
| Violations Cited | Age Discrimination in Employment Act | ADEA and Title VII of Civil Rights Act |
This table shows clear similarities between the cases. Both involve targeting experienced nurses and ignoring complaints.
Broader Issues in Healthcare Workplaces
Age discrimination remains a big problem in nursing. Recent studies show a rise in claims, with healthcare seeing more cases than many fields. Older nurses, often over 50, bring vital skills but face stereotypes about energy and flexibility.
In 2024, the EEOC handled thousands of age bias complaints. Healthcare led with increases tied to staff shortages and generational shifts. A scoping review from early 2025 found ageism common in nursing settings, affecting retention.
Other recent cases include a Virginia surgery center paying $50,000 for age and disability bias. An Ohio facility settled for $150,000 over age and sex issues. These examples point to a trend where hospitals struggle with diverse age groups.
Experts link this to burnout and retirements. The nursing workforce has over 40 percent over 50 in some areas like critical access hospitals. Fighting bias could help keep talent and improve care.
Protecting Workers’ Rights in This Climate
Workers over 40 have strong legal shields against age bias. They must be judged on skills and experience, not years. If facing harassment, document everything and report it promptly.
The EEOC encourages complaints to stop retaliation. This Montrose case serves as a reminder for all employers to train staff and act on issues. It could lead to better policies industry-wide.
Nurses play a key role in patient care, and losing them hurts everyone. Stronger enforcement might reduce these cases over time.
Share your experiences with workplace fairness in the comments below. If this story resonates, pass it along to help raise awareness.
