On June 9th, it was reported by the media that some companies have relaxed age restrictions during recruitment. Interviewees from these companies stated that they place greater emphasis on the experience and abilities of older job seekers. At the same time, relevant policies on relaxing or canceling the age limit for recruitment have been gradually introduced. The age threshold refers to the occupational bottleneck and social anxiety phenomenon that arise around the age limit. Breaking down the "age threshold" has reached a broad consensus in the whole society, especially in the current orderly promotion of gradual delayed retirement. To enable professionals to work with more peace of mind, it is necessary to enable them to foresee the future in their work and life. The latest attention from related reports may indicate that the "age threshold" is expected to be broken: firstly, the recruitment requirements for some civil servants in central and state organs and multiple provinces have been relaxed to 40 years old, and in some provinces, the age limit for designated positions has even been relaxed to 45 years old. The relaxation of age limits in civil servant recruitment, public institution recruitment, and state-owned enterprise recruitment has demonstrative significance. Secondly, enterprises have begun to realize that the skills and experience of talents will continue to improve with the increase of practical work experience. Thirdly, at the national level, it is recognized that age restrictions are a form of employment discrimination. The "Opinions of the Central Committee of the Communist Party of China and the State Council on Implementing the Employment Priority Strategy to Promote High quality and Full Employment" clearly guarantee equal employment rights, eliminate unreasonable restrictions and employment discrimination that affect equal employment based on geography, identity, gender, age, and other factors. Of course, the "age threshold" is only beginning to loosen, and breaking down age discrimination in employment still requires long-term efforts. Data shows that the average age of the national labor force has increased from 32.25 years old in 1985 to 39.72 years old in 2022. Only through continuous efforts and advocating a diversified view of talent can we better eliminate the stereotypical impression that the whole society has of older job seekers. The loosening of the "age threshold" is a necessary measure for various industries to optimize their employment concepts based on the real environment, gradually adapt to the aging society and changes in the social labor force. After the threshold for employment is relaxed, there is still a lot for the whole society to do. For example, we can lay a more solid foundation for completely breaking the "age threshold" from the institutional and legal levels. The existing Labor Law only explicitly stipulates that workers shall not be discriminated against in employment based on their ethnicity, race, gender, or religious beliefs. The Employment Promotion Law further prohibits discrimination based on appearance or other factors unrelated to labor ability. In the context of the clear national goal to eliminate age based employment discrimination, it is expected that legislation will cover employment discrimination based on age and other categories, and provide corresponding judicial interpretations and implementation regulations to make opposition to employment discrimination more practical. Technology is iterating and the market is changing. With the further loosening of the "age threshold", workers also need to take the initiative, actively improve their own abilities and qualities, and keep up with the pace of the times. (New Society)