The article mainly focuses on the characteristics, scope, and solutions of youth and old age unemployment.

Youth unemployment begins primarily when young people attain the legal working age, which is 14 years in India (adolescents between the age group of 14-18 years cannot be employed in any hazardous occupation- Article 24). Although (according to the International Labour Office) many people face difficulties in finding their first job, young workers are more likely to find a job after being unemployed than old aged people. Older workers are often eliminated from labour markets while their younger colleagues can still expect some job prospects.

One of the dominating factors causing youth unemployment is the economic growth rate. There is a direct relationship between the level of economic activity and youth employment. During boom periods, the level of youth employment is high. On the other hand, when the aggregate level of economic activity is low, there is a decline in the demand for labour in general. During these periods, young workers are usually affected more strongly than their older counterparts. The second reason for youth unemployment is the lack of expertise, knowledge, and insufficient skills.

Unemployed older workers face many challenges while finding new employment opportunities. Adults have a more difficult time reintegrating into the labour market after losing their jobs than young unemployed people. According to studies, as people get older and their unemployment stretches, their chances of finding work decreases.

Across the OECD (Organisation for Economic Co-operation and Development) countries, the hiring rate for workers aged 50 or up is less than half of workers aged 25-49. When compared to an older worker, a younger worker is 40% more likely to be called back for an interview.

The major reasons for the reluctance of employers to hire older workers are that they are viewed to be less adaptable and less productive compared to the youth. In addition, higher salaries might be expected by older people (specifically by those in the age groups of 45-59 ) owing to wider experience and knowledge in their fields. Firms may also encounter challenges in adjusting working conditions to meet the requirements of employment protection laws. Perhaps, the low hiring rate of older workers arises mainly due to their age rather than labour market conditions.

The opposite goes for those in the age group of 30-44, where the rate of re-employment is mainly affected by labour markets or business cycles.

Since both youth and old age unemployment differ in scope and reasons, developing different strategies to address both issues is necessary.

The problem of youth unemployment can be solved by creating more jobs. When aggregate economic activity is high, both adult employment and youth employment rates soar as well.

On the other hand, old age unemployment necessitates a different approach because their prospects of obtaining work are dependent on their age rather than the overall business environment. It could be tackled with the help of earned income tax credits, differential minimum wage plans. As per this policy, the government should cut the minimum pay for older people. In addition, to prevent the income disparities between the older and younger workers, the former should get an earned income tax credit, thus bringing their minimum salary and earned income tax credits to the same level as the minimum pay of younger workers.