Ageing society of the European Union brings on increasingly compelling questions regarding social-, health- and labour market issues for the member states. This essay intends to reveal the effects of the age-stereotypes on the labour market eider on the employers’ or on the employees’ side. The organisations have to face how the knowledge of the aging employees could be used, how their work experience could be utilized, how their performance at standard level could be maintained. It is dominant question on the employees’ side as well, in spite of the increasing retiring age that how they could get on within the competition with younger employees, how they could increase their workforce value. The research studied the stereotypes about the aging workforce (above 45 years) on the Hungarian labour market, due to questionnaires on wide range of employees. The following questions were drawn: have the employees’ age-stereotypes, what is the content of it, what correlations could be established between the age and work-experience of the employees and leaders and the characteristics of age stereotypes, is there any correlation between the prejudiced personality and the usage of the age-stereotypes. Although there is very low number of researches in the field of the status of the aging workforce in Hungary, this research initiated the tangible step toward serving the aging employees work-force equal opportunity.