# Thoughts on promotion plan I understand that the situation you are facing may be tricky. However, I must point out that restricting promotion opportunities based on age is likely to violate anti-employment discrimination regulations. Almost all countries and regions have laws and regulations prohibiting age discrimination, including the "Labor Law of the People's Republic of China" and the "Age Discrimination Employment Law" of the United States. I suggest you consider the following alternatives： 1. **Re-evaluate policy objectives**: Communicate with leaders to understand the true goals behind this decision (such as cultivating new talents, promoting diversity, etc.), and find ways to achieve these goals that do not involve age discrimination. 2. **Based on ability and development potential**: Formulate objective promotion criteria based on skills, performance and development potential, not age 3. **Diversified career development**: Provide employees at different stages of development with a variety of career development paths, including expert track, management track or mentor role If you must advance this policy, be sure to consult a legal adviser, as this may lead to legal risks and reputational damage, as well as damage to company culture and employee morale.