No, except in cases where the law establishes a minimum age for doing a specific job.
Age is just a number and it might not say anything about a person’s experience or actual ability to work. An elderly employee may be well versed in the latest IT solutions and a minor candidate may have sufficient experience as a programmer. The priority should be given to the skills and personal qualities of a specific person, as well as his or her suitability for the job.
The reason not to employ a minor who is seeking employment due to the fact that the minor’s working time is shorter and difficult to take into account at the workplace, while the nature of work allows for shorter working hours, is age discrimination. It is for the employer to prove that the nature of the work does not allow for shorter working hours. Likewise, it is not allowed to dismiss a candidate because of his or her age, for example, due to the fact that a minor has not completed formal education if the appropriate level of education is requires in the workplace. If there are no legal obstacles to the employment of a minor, the candidate must be treated equally.
It is also prohibited to discriminate against an employee of retirement age or an employee approaching retirement age.
If you did not find an answer to your concern, you may contact the Estonian Commissioner for Gender Equality and Equal Treatment in a free format by sending an email to firstname.lastname@example.org. When contacting the Commissioner, the identity of the person shall not be disclosed and, upon request, anonymity shall be guaranteed.