The Age Discrimination in Employment Act has been amended to outlaw mandatory retirement at any age. However, the act permits employers to impose a specific retirement age if there is a bona fide occupational qualification (BFOQ) which cannot be met by all or most individuals. Imposition of BFOQ mandatory retirement ages by employers has led to litigation. Many of these cases concern whether there are age-related changes in behavior that impair job abilities beyond a certain age. In virtually all job classifications questions of intellectual competence, judgment, and motivation are involved. Psychologists may be called as expert witnesses about these competency issues. Psychologists as expert witnesses provide expert testimony and relevant research literature, educate the attorney on methodological issues, and help prepare the attorney for trial. Job skills needed should be analyzed and the effects of age on their performance assessed. When an employer attempts to support the BFOQ defense through use of an industrial psychologist and his literature analysis, the expert trained in the aging field should look for research flaws such as inappropriate reliance on cross-sectional or group difference data, absolute magnitude of age changes, and compensation of age changes in skilled behaviors. To combat the argument that it is possible to test for individual characteristics of the job, the expert may need to identify objective assessment procedures which are age-neutral. (ABL)