Enterprise Leasing of Florida $1.8 Million Settlement for Age Discrimination in Hiring

This class action notice stems from a claim that Enterprise Leasing of Florida allegedly discriminated against older job applicants in hiring for its “management trainee” roles. According to the U.S. Equal Employment Opportunity Commission (EEOC), individuals who applied for these positions in Florida between January 1, 2019, and December 31, 2023, and who were age 40 or older, were not hired as a matter of “pattern or practice” age discrimination. Enterprise agreed to settle a lawsuit brought by the EEOC, creating a $1.8 million fund that eligible applicants may be able to claim, subject to certain exclusions—such as applicants allegedly screened out by automated iCIMS systems for failing minimum qualifications or those marked in applicant data as having an “SSO” or “Background Ck -Eligibility Issue.” The settlement was filed to enforce federal age-discrimination protections under the Age Discrimination in Employment Act (ADEA), and its significance lies in giving affected applicants a path to recover money without proving the case individually in court. The EEOC’s allegations focused specifically on hiring decisions, and Enterprise denied wrongdoing while still agreeing to resolve the dispute—an approach common in employment litigation because it can reduce uncertainty and further legal expense. To participate, eligible applicants must submit an EEOC settlement questionnaire online or by mail by June 8, 2026, and approved claimants must sign a release of claims and submit a W-9 to receive a pro rata payment based on the number of valid claimants. More broadly, this fits into a long-running pattern of employment cases scrutinizing how employers use job requirements and screening tools in ways that may disproportionately block older candidates. Similar EEOC actions often examine hiring-stage processes—interviews, automated applicant tracking filters, and how “minimum qualifications” are applied—because the ADEA prohibits not only explicit age bias but also hiring practices that function as discriminatory barriers. In practice, this kind of settlement underscores how closely employers must align recruiting and selection criteria with nondiscrimination rules and be prepared to explain their hiring decisions in a way that complies with federal regulations enforced by the EEOC.