New York LGBT Discrimination Lawyer
At Nisar Law Group, P.C., we are dedicated to providing comprehensive legal services to individuals who have experienced discrimination based on their sexual orientation or gender identity.
Our team of experienced employment law attorneys in New York, NY is committed to fighting for the rights of the LGBT community and ensuring that they are treated fairly and equally in the workplace.
Why You Need an LGBT Discrimination Lawyer
LGBT discrimination can take various forms, including but not limited to:
- Wrongful termination
- Harassment and hostile work environment
- Denial of promotions or benefits
- Unequal treatment
If you have experienced any form of discrimination based on your sexual orientation or gender identity, it is crucial to seek legal representation from an experienced LGBT discrimination lawyer. Our attorneys possess in-depth knowledge of federal, state, and local laws that protect the rights of LGBT individuals in the workplace.
Our New York LGBT Discrimination Attorney Services
Our LGBT discrimination attorney services include:
- Evaluating your case: We will carefully review the details of your situation and provide you with a comprehensive evaluation of your legal options.
- Legal representation: Our skilled attorneys will represent you throughout the legal process, including negotiations, mediation, or litigation.
- Advocacy and support: We are committed to providing you with the guidance and support you need during this challenging time.
- Compensation and justice: Our goal is to help you seek the compensation and justice you deserve for the discrimination you have endured.
Contact Our NYC LGBTQ Lawyers
If you believe you have been a victim of LGBT discrimination in your New York workplace, don’t hesitate to reach out to Nisar Law Group, P.C. Our experienced attorneys are ready to advocate for your rights.
Schedule a consultation with our LGBT discrimination lawyer today by calling (212) 600-9534 or emailing us. We are here to help you fight against discrimination and achieve justice.
Why We're the Right Choice
- Seasoned Litigators Who Have Handled Numerous Jury & Bench Trials
- Providing Representation with Clarity, Honesty & Integrity
- Building Long-Term Affiliations & Relationships
- Offering Consultations for All Case Types We Handle
Frequently Asked Questions About: LGBTQ+ Workplace Discrimination
A common example is when a transgender employee is denied access to restrooms that align with their gender identity, forced to use facilities that don’t match how they present themselves. Other examples include refusing to use an employee’s correct name and pronouns after they’ve transitioned, firing someone after learning they’re transgender, or excluding transgender employees from company events or team activities. Gender identity discrimination also occurs when employers make assumptions about someone’s abilities or “fit” for a role based on their gender identity rather than their actual qualifications.
No, companies cannot legally discriminate against LGBTQ+ employees. The Supreme Court’s 2020 Bostock v. Clayton County decision established that Title VII’s prohibition on sex discrimination includes discrimination based on sexual orientation and gender identity. This means employers with 15 or more employees cannot fire, refuse to hire, or otherwise discriminate against LGBTQ+ workers. Many states and localities also have their own laws providing additional protections. However, some religious organizations may have limited exemptions under certain circumstances.
The answer depends on your specific workplace situation and local laws. While there’s no blanket federal requirement to use specific pronouns, repeatedly and intentionally misgendering a coworker after being corrected could contribute to a hostile work environment claim based on gender identity discrimination. Some employers have policies requiring respectful treatment of all employees, including using correct pronouns. The key legal issue isn’t the pronoun use itself, but whether the behavior creates a discriminatory or hostile work environment based on gender identity.
LGBTQ+ discrimination takes many forms: being passed over for promotions due to assumptions about “fit” with company culture, facing harassment through slurs or inappropriate comments about their relationships, being excluded from networking events or team building activities, having benefits denied for same-sex partners, being forced to hide their identity to avoid negative consequences, receiving different treatment in discipline or performance evaluations, or facing retaliation after requesting equal treatment. The discrimination can be obvious or subtle, but the impact on the employee’s working conditions is what matters legally.
Discrimination against LGBTQ+ individuals is typically called sexual orientation discrimination (for gay, lesbian, and bisexual individuals) or gender identity discrimination (for transgender and gender non-conforming individuals). Under federal law post-Bostock, both types are considered forms of sex discrimination under Title VII. You might also hear terms like “SOGI discrimination” (sexual orientation and gender identity), anti-LGBTQ+ bias, or workplace heterosexism and cisgenderism. The legal term depends on which specific aspect of someone’s identity is being targeted.
Yes, the EEOC protects LGBTQ+ workers from discrimination. Following the Supreme Court’s Bostock decision, the EEOC enforces Title VII protections for sexual orientation and gender identity discrimination as forms of sex discrimination. This means you can file EEOC complaints for anti-LGBTQ+ workplace discrimination, harassment, or retaliation. The EEOC has issued guidance clarifying that these protections apply to hiring, firing, pay, job assignments, promotions, layoffs, training, and any other term or condition of employment. The process is the same as filing any other discrimination complaint with the EEOC.
Intentional and repeated misgendering can constitute workplace discrimination, especially when it’s part of a pattern of harassment or hostility toward a transgender employee. While occasional mistakes with pronouns typically aren’t illegal, deliberately and consistently using incorrect pronouns after being corrected can contribute to a hostile work environment based on gender identity. The key factors are whether the misgendering is intentional, whether it’s part of broader discriminatory treatment, and whether it’s severe or pervasive enough to affect your working conditions.
Gender inequality manifests in various ways: pay gaps between men and women doing similar work, glass ceiling effects preventing women from reaching leadership positions, different standards for evaluating men’s versus women’s performance, assumptions about women’s commitment after having children, exclusion from informal networks or decision-making, gender-based job segregation, and different treatment of assertive behavior (praised in men, criticized in women). It also includes discrimination against people who don’t conform to traditional gender expectations, including LGBTQ+ employees who face bias for not meeting gender stereotypes.
Gender stereotyping includes assuming women are naturally better at administrative tasks while men are better suited for leadership roles, expecting women to be more collaborative and men to be more aggressive, penalizing women for being “too assertive” while rewarding men for the same behavior, assuming mothers are less committed to their careers, expecting men to work longer hours because they’re “breadwinners,” or treating LGBTQ+ employees differently because they don’t conform to traditional gender expectations. These stereotypes often drive discriminatory employment decisions even when they’re unconscious.
Workplace discrimination includes any adverse employment action based on protected characteristics like race, gender, sexual orientation, gender identity, religion, disability, or age. This covers obvious actions like firing or refusing to hire, but also subtler forms like unequal pay, denial of promotions, different disciplinary standards, exclusion from opportunities, harassment that creates a hostile environment, or retaliation for reporting discrimination. The key is that the treatment is based on your protected characteristics rather than legitimate job-related factors. Even policies that seem neutral can be discriminatory if they disproportionately impact protected groups without business justification.
