Intersectional discrimination occurs when an employee faces workplace bias based on the combination of two or more protected characteristics—such as being both LGBT and a person of color, or transgender and over 40. Rather than experiencing discrimination for just one reason, these workers encounter unique forms of bias that target

Coming out at work represents one of the most significant personal decisions an LGBTQ+ employee can make. While this choice should be entirely personal, the reality of workplace discrimination makes understanding your legal rights essential before, during, and after disclosure. The good news for employees in New York is that

LGBT employees have the legal right to receive the same workplace benefits as their heterosexual and cisgender coworkers. Under federal law, following Bostock v. Clayton County and Obergefell v. Hodges, employers cannot legally deny health insurance coverage to same-sex spouses, refuse family leave for LGBT employees caring for loved ones,

The intersection of religious freedom and LGBT workplace protections creates one of employment law’s most complex legal landscapes. While federal law now prohibits discrimination based on sexual orientation and gender identity, certain religious exemptions may allow some employers to make faith-based employment decisions. Understanding where your rights begin and where

Creating inclusive workplace policies for LGBT employees means going beyond basic legal compliance to build an environment where all workers feel respected, valued, and protected from discrimination. For employees in New York and New Jersey, this means understanding both your legal protections and what genuine workplace inclusion looks like in

Transgender employees have significant legal protections against workplace discrimination under federal, New York State, and New York City law. The 2020 Supreme Court decision in Bostock v. Clayton County established that Title VII’s prohibition on sex discrimination includes protection based on gender identity, making it illegal for employers with 15

Federal and New York law both protect employees from workplace discrimination based on gender identity and gender expression. At the federal level, the Supreme Court’s landmark Bostock v. Clayton County decision in 2020 established that Title VII’s prohibition on sex discrimination includes protections for transgender and gender non-conforming workers. In

If you’re facing workplace discrimination because of your sexual orientation, both federal law and New York’s robust state and local protections have your back. The 2020 Supreme Court decision in Bostock v. Clayton County established that Title VII of the Civil Rights Act protects all employees nationwide from discrimination based

Bostock v. Clayton County is the 2020 Supreme Court ruling that made it illegal under federal law for employers to fire or refuse to hire someone for being gay or transgender. The Court held 6-3 that such discrimination is “sex discrimination” under Title VII, giving LGBT workers in all 50

If you’re an LGBT employee facing workplace discrimination, you have more legal protections today than ever before. The Supreme Court’s landmark 2020 decision in Bostock v. Clayton County fundamentally changed the landscape of LGBT workplace rights, extending federal civil rights protections to sexual orientation and gender identity discrimination. However, many