This article considers the extent to which the Equality Act 2010 (EqA) represents a form of reflexive law, with a particular focus on provisions relating to age discrimination. I argue that the EqA may better reflect a form of command and control regulation, though it includes a number of reflexive elements. Drawing on data from the 2011 Workplace Employment Relations Study survey, I consider the extent to which the EqA has effected change in age-aware practices in UK organizations. I argue that the EqA has made limited progress in promoting age-aware activities in the United Kingdom, potentially reflecting the limitations of command and control regulation. Thus, I propose a number of reforms that may help to strengthen the reflexive aspects of the EqA.