Generally,U.S.employers abroad must abide by U.S.discrimination laws unless to do so would violate the laws of the country where their workplaces are located.

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This is generally true, as U.S. employers operating abroad must comply with U.S. discrimination laws unless to do so would violate local laws or regulations. For example, if a country where the employer operates allows mandatory retirement at a younger age than U.S. law, the employer may be able to establish a mandatory retirement policy that would otherwise be considered age discrimination in the U.S. context. However, in other cases, the employer may need to modify its policies and practices to ensure compliance with U.S. law, even if such changes are not mandated by local requirements.