Supreme Court Rules in Favor of LGBTQ Employment Practices
By Vita on June 16, 2020
On June 15, 2020, the Supreme Court of the United States ruled that employers may not discriminate based on sexual orientation or gender identity in employment. This decision affects all employers with 15 or more employees.
The decision was a response to three separate cases, all of which were about employment discrimination based on "sex" under Title VII of the Civil Rights Act of 1964, which applies to all employers with 15 or more employees. There has been debate for years about the definition of sex under Title VII. Originally, many assumed that it meant only that men and women could not be treated differently, but over the years, the Supreme Court has interpreted the definition to include certain characteristics or expectations related to sex. Previous decisions, however, had not yet provided a definitive answer as to whether sexual orientation and gender identity were protected. We now know the answer is "yes."
Several circuit courts of appeal had already ruled that sex included sexual orientation, gender identity, or both, and many states have their own civil rights laws to protect these characteristics in the context of employment (often at a lower employee count). Additionally, the Equal Employment Opportunity Commission (EEOC), which enforces Title VII, has for years held the position that sex includes sexual orientation and gender identity, and has sued employers for discrimination based on that interpretation.
The Supreme Court ruling also clarified that:
- It is irrelevant what an employer might call its discriminatory practice, how others might label it, or what else might motivate it. When an employer fires an employee for being homosexual or transgender, it necessarily intentionally discriminates against that individual in part because of sex.
- An individual's sex does not need to be the sole or primary cause of the employer's adverse action. It is of no significance if another factor, such as an individual's attraction to the same sex or presentation as a different sex from the one assigned at birth, might also be at work, or even play a more important role in the employer's decision.
- Employers cannot escape liability by demonstrating they treat males and females comparably as a group. An employer who intentionally fires an individual homosexual or transgender employee in part because of their sex violates the law even if the employer is willing to subject all male and female homosexual or transgender employees to the same rule.
The court clearly stated that in Title VII, Congress adopted broad language making it illegal for an employer to rely on an employee's sex when deciding to fire that employee. We do not hesitate to recognize today a necessary consequence of that legislative choice: An employer who fires an individual merely for being gay or transgender defies the law.
This ruling takes immediate effect.
Read the ruling here.
- April 2025 (1)
- March 2025 (4)
- February 2025 (1)
- January 2025 (2)
- December 2024 (4)
- November 2024 (1)
- October 2024 (5)
- September 2024 (1)
- May 2024 (3)
- March 2024 (4)
- February 2024 (1)
- January 2024 (4)
- December 2023 (1)
- November 2023 (7)
- October 2023 (3)
- September 2023 (5)
- June 2023 (2)
- May 2023 (5)
- April 2023 (5)
- February 2023 (7)
- January 2023 (2)
- November 2022 (1)
- October 2022 (2)
- September 2022 (2)
- August 2022 (4)
- June 2022 (1)
- May 2022 (2)
- January 2022 (1)
- December 2021 (1)
- November 2021 (2)
- August 2021 (1)
- May 2021 (2)
- April 2021 (1)
- March 2021 (3)
- December 2020 (1)
- November 2020 (1)
- October 2020 (1)
- September 2020 (1)
- June 2020 (1)
- March 2020 (3)
Subscribe by email
You May Also Like
These Related Stories

COVID-19 Vaccine Mandate for Companies with 100+ Employees

New California Pay Day Reporting Requirement
