This paper addresses the research evidence for a number of negative stereo types about older workers and finds that those relating to avoidable absence, actual performance, memory, intelligence, ability to fit in, and job satisfaction are not supported. The evidence shows that despite the research, decisions based on age continue to be made in employment. To deal with this issue in Australia, legislation on age discrimination has recently been introduced. The consequences for management practice are significant. The impact in key areas such as human resource planning, recruitment, selection, performance appraisals, training, job design and termination are discussed.