Recently, a woman in Beijing reported that she was rejected for a human resources position on a job search platform due to her age of 35, raising concerns about age discrimination. On October 16, Ms. Wang, the HR manager of Beijing Minglong Jiuzhou Technology Co., Ltd., clarified during an interview that the initial rejection stemmed from uncertainty about whether the boss would accept a 35-year-old applicant, not a direct refusal. "Later, I asked the boss, and a 39-year-old would also be acceptable. I did not consider it thoroughly, and if that lady is still interested, she is welcome to come for an interview; there is no discrimination against those aged 35." In response, staff from the Pinggu District Labor Inspection Team in Beijing stated that setting age limits for job positions falls under the employer's discretion, and current laws and regulations do not impose a hard ban on this practice. Employment discrimination is recognized mainly in categories such as nationality, ethnicity, and gender; for instance, clear prohibitions like "no women" or "no men" are considered discriminatory. However, simple age restrictions are generally not classified as employment discrimination. Lawyer Li Jingxin from Hubei Chisheng Law Firm noted that while there are no strict age regulations for job seekers, according to relevant labor laws, if the job is not closely related to age limitations, employers should relax their age requirements. In reality, some regions and national exams have already started to ease age restrictions, with the national exam age limit raised to 38, and companies should follow suit. Li believes that relaxing age limits by employers is also a reflection of corporate social responsibility.