93-362, the Western Australian Equal Opportunity Tribunal held that a job advertisement that sought to recruit ‘recent graduates’ did not amount to age discrimination against graduates over 25, even though a majority of recent graduates would be younger than 25. Accordingly, the Tribunal dismissed a complaint from a 45 year-old engineer of indirect age discrimination. The Tribunal found that the emphasis on recent graduation could apply to different age groups and did not necessarily demonstrate an intention to recruit young employees.
Other recent Australian age discrimination decisions include:
· Talbot v Sperling Tourism and Investments Pty Ltd  NSWADT 67: successful age discrimination claim by bus driver told to cease driving once he reached his early 70s.
· Willmott v Woolworths Limited  QCAT 601: large national employer’s recruitment application form, requiring applicants to provide their date of birth, found to be discriminatory under Queensland age discrimination prohibition.
Allen v Newlands Coal Pty Ltd & See (No 2)  QCAT 522: mine worker failed to substantiate claim that employer denied him training opportunities on the basis of being over 50 years of age.