LGBTQ+ Discrimination Attorney

The Supreme Court's 2020 Bostock v. Clayton County decision confirmed that Title VII's prohibition on sex discrimination includes sexual orientation and gender identity discrimination. This provides federal protection for all LGBTQ+ workers at employers with 15+ employees. The EEOC actively enforces these protections.

California FEHA explicitly prohibits discrimination based on sexual orientation, gender identity, and gender expression, covering employers with 5+ employees. New York's SONDA and the Gender Expression Non-Discrimination Act provide similar explicit protections. The NYC Human Rights Law is especially protective, covering all employers and applying a broad, victim-centered standard.

Yes. Under FEHA and New York law, employers must allow employees to present consistent with their gender identity. This includes using correct names and pronouns, allowing access to gender-appropriate facilities, and updating personnel records. California's Transgender Work Opportunity Act provides additional support. Employers cannot impose different dress code requirements based on assigned sex.

Document every incident with dates, witnesses, and details. Report the harassment to HR or management in writing. If your employer fails to act, file a complaint with the DFEH (California), DHR (New York), or EEOC. Contact an employment attorney to discuss your options. Both California and New York laws provide strong remedies including compensatory and punitive damages.