Introduction:A Shenzhen Heytea branch sparked an online uproar by only hiring employees aged 18 to 25. After rejecting an applicant over the age limit, netizens questioned whether it constituted age discrimination. The incident touches on labor laws and employment fairness, with the Shenzhen Federation of Trade Unions also publicly criticizing the practice. This article delves into the social background and legal risks of the controversy, explores how the trend toward younger workforces impacts job seekers, and provides practical perspectives.
Recently, a Heytea branch in Shenzhen refused an applicant over 25 due to an “18 to 25 years old” age restriction, quickly igniting heated discussion online. Some netizens bluntly called it clear age discrimination, while others argued that working in a bubble tea shop is physically demanding and businesses have the right to selectively screen candidates. The controversy not only highlights the job market’s preference for “youth dividends,” but also reflects the challenges faced by middle-aged and older job seekers.
According to the netizen who exposed the incident, the branch is located in Xinghui Li, Gushu, Bao’an, Shenzhen. A recruiter explicitly stated: “The store only hires people between 18 and 25 because our staff are relatively young.” This comment immediately drew skepticism. Netizen “Guangshen Bingge” sarcastically remarked: “Does being over 25 mean you’re not youthful or energetic enough? Or is it simply because it’s cheaper?”
More netizens joined the discussion. Some argued there is no fundamental difference between being 25 and 28, but businesses prefer younger applicants possibly because they are more physically capable, have lower salary expectations, and fewer family responsibilities—making scheduling and management easier. Sharper observations pointed out that older employees, with richer social experience and more mature thinking, might actually be harder for employers to manage using high-pressure tactics (like PUA), which could be the underlying reason.
In response to the public outcry, Heytea officially claimed it was a “miscommunication at a single store” and denied having any nationwide age restrictions. However, the controversy did not subside. Some consumers over 25 pledged to boycott the brand. For instance, one user commented under the trending topic: “I’m already over 25, and I’ll never drink Heytea again.”
Those supporting the business argued that working in a bubble tea shop is a physically demanding role requiring abundant energy and vitality, which younger employees are better suited for. Additionally, younger demographics are generally more adept at engaging with brand collaborations and product gimmicks—details that may impact store operational efficiency. However, such views also triggered extended debates about whether it constitutes “reasonable exploitation of young labor.”
Industry insiders analyzed that many companies’ preference for younger job seekers is closely tied to the nature of labor-intensive roles. One HR manager in manufacturing revealed that for positions requiring high physical exertion, employers often worry about whether older employees can handle the workload. Coupled with the fact that younger people typically have fewer family obligations and can focus more on work, this puts middle-aged and older job seekers at a disadvantage in certain industries.
Legally speaking, Lü Junming, executive director of the Hangzhou Lawyers Association, clearly pointed out that the notion of considering someone “too old” at 26 is completely unfounded. He emphasized that the real issue lies with corporate decision-makers who set such unreasonable rules. Such behavior not only tramples on individual dignity but also undermines social employment fairness. Both the Labor Law of the People’s Republic of China and the Employment Promotion Law strictly prohibit employment discrimination based on age, gender, and other conditions, with violators facing legal consequences.
The Shenzhen Federation of Trade Unions also publicly stated that refusing to hire employees over 25 is a discriminatory act of “harvesting youth dividends.” It not only violates labor laws but also hinders long-term business development. The union called on companies to foster age-diverse team cultures, value experience and technical expertise, and avoid damaging their employer brand with biased hiring thresholds.
Notably, similar age-restriction controversies have extended to the civil service system. During the National Two Sessions, a representative proposed canceling the 35-year-old age cap for civil service recruitment, emphasizing that 35 is actually the golden stage of a person’s career. This proposal prompted society to reflect on how to build more inclusive employment environments across different industries to meet the challenges of an aging society.
Taking all perspectives into account, the Heytea incident is not just a staffing controversy for a single brand but reveals broader age-related stereotypes in the job market. For job seekers, understanding their rights and relevant regulations is crucial. For businesses, balancing workforce needs with fair employment practices will be a key challenge for long-term development.
The above content is compiled by CoffeeHunters, a coffee news website.
