LGBTQ Employment Rights and the Bostock Decision (2026)

Since 2020, federal law has explicitly protected LGBTQ workers from job discrimination. Here is what the landmark Bostock decision established and how to act if you face discrimination at work.

What Bostock established

In Bostock v. Clayton County (2020), the U.S. Supreme Court held that Title VII of the Civil Rights Act of 1964 —which bans employment discrimination "because of sex"— protects employees from discrimination based on sexual orientation and gender identity. This is settled federal law and applies nationwide to employers covered by Title VII (generally those with 15 or more employees).

What this means at work

A covered employer cannot fire, refuse to hire, or otherwise discriminate against you for being gay, lesbian, bisexual, or transgender. This includes harassment that creates a hostile work environment.

If you experience discrimination

The federal agency that enforces Title VII is the Equal Employment Opportunity Commission (EEOC). You generally must file a charge of discrimination with the EEOC (or a state equivalent) within a deadline —often 180 or 300 days— so act promptly. Many states and cities also have their own protections that may be broader.

Get help

Document what happened, keep records, and consider contacting the EEOC, your state civil-rights agency, or an LGBTQ legal organization such as Lambda Legal for guidance.

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