Texas LGBTQ+ employment discrimination is illegal under federal Title VII (per Bostock v. Clayton County 2020) + many state laws — sexual orientation + gender identity protected as "sex" discrimination.
Published May 9, 2026
## LGBTQ+ employment discrimination in Texas
LGBTQ+ employees are protected under **federal Title VII** (per landmark Bostock v. Clayton County 2020) plus **Texas state law** in many states. Sexual orientation + gender identity are now firmly established as protected under sex discrimination law.
## Federal protections — Bostock + Title VII
**Bostock v. Clayton County (2020):**
- 6-3 Supreme Court decision
- "Sex" includes sexual orientation
- "Sex" includes gender identity
- All Title VII protections apply
- Major civil rights victory
**Practical effect:**
- All Title VII employees protected
- 15+ employee employers covered
- Discrimination + harassment claims
- Same remedies as race / sex
- EEOC enforcement
- Federal lawsuits available
## What's protected
**Sexual orientation:**
- Gay, lesbian, bisexual
- Pansexual, asexual
- Specific orientations
**Gender identity:**
- Transgender
- Non-binary
- Genderqueer
- Specific identities
**Gender expression:**
- Specific protections vary
- Some states explicit
- Federal interpretation evolving
**Sex characteristics:**
- Intersex individuals
- Specific protections
- Often included
## State law variations
**Strong state protections:**
- California
- New York
- Illinois
- Massachusetts
- Connecticut
- New Jersey
- Many others
**Limited state protections:**
- Some Southern states
- Limited explicit protections
- Bostock provides federal floor
**${s.name} specific:**
- Check current state law
- May provide more protections
- Different procedures
- Different remedies
## Common discrimination scenarios
**Hiring:**
- Refusal to hire LGBTQ+ applicants
- Different application process
- Cultural fit pretextual
- Specific identification requirements
- Background check pretext
**Firing:**
- Termination after coming out
- Termination after transition announcement
- Pretextual performance issues
- Specific to discovery of identity
**Promotion:**
- Glass ceiling
- Specific advancement issues
- Cultural fit issues
- Specific tracking
**Compensation:**
- Pay disparities
- Bonus structures
- Specific tracking
**Harassment:**
- Slurs / specific comments
- Misgendering / deadnaming
- Specific physical harassment
- Hostile environment
- Customer / co-worker conduct
**Retaliation:**
- For complaints
- For supporting LGBTQ+ co-workers
- For visible identity
## Transgender-specific issues
**Common discrimination:**
**Transition-related:**
- Refusal to recognize new name / pronouns
- Refusal to update records
- Specific medical accommodation
- Specific procedures
**Bathroom / facilities:**
- Access to facilities matching identity
- Specific employer policies
- Specific to state law
- Specific federal interpretation
**Dress code:**
- Gender-specific requirements
- Disparate enforcement
- Specific accommodations
- Specific identity expression
**Insurance coverage:**
- Trans-related healthcare exclusions
- Specific federal protections (ACA)
- Specific to plan
- Specific to circumstances
**Misgendering:**
- Repeatedly using wrong pronouns
- Deadnaming
- Hostile environment elements
- Specific to context
## Religious accommodation conflicts
**Tension with religious freedom:**
**Recent issues:**
**Religious employers:**
- Limited "religious organization" exemption
- Specific to mission
- Limited applicability
- Bostock interpretation
**Religious accommodation requests:**
- Employees seeking accommodations to discriminate
- Specific to circumstances
- Generally not permitted
- Specific case law
**Sexual harassment vs religious expression:**
- Specific tension
- Specific case law
- Specific to context
- Evolving area
**Specific Supreme Court attention:**
- 303 Creative v. Elenis (2023)
- Specific to compelled speech
- Limited to specific contexts
- Continuing litigation
## Filing process
**Federal:**
- EEOC charge: 180/300 days
- Right-to-sue letter
- 90 days to file lawsuit
**State:**
- ${s.name} agency
- Specific deadlines
- Specific procedures
**Strategic:**
- Often dual filing
- State law sometimes broader
- Specific to circumstances
## Damages
**Title VII (similar to other claims):**
- Lost wages
- Reinstatement
- Compensatory damages
- Punitive damages
- Attorney's fees
**Caps based on size:**
- 15-100: $50K
- 101-200: $100K
- 201-500: $200K
- 501+: $300K
**State law often higher:**
- ${s.name} may have:
- Higher caps
- No caps
- Different remedies
- Specific provisions
## Hostile environment claims
**LGBTQ+ specific:**
**Common conduct:**
- Slurs / derogatory comments
- Specific religious comments
- Specific physical contact
- Specific intimidation
- Pattern of behavior
**Severity / pervasiveness:**
- Same standard as other harassment
- Severe OR pervasive
- Specific to circumstances
- Cumulative effect
**Employer responsibility:**
- Same standards as other harassment
- Faragher / Ellerth defense
- Specific to harasser type
## Documentation
**Critical evidence:**
- Contemporaneous notes
- All communications saved
- Specific incidents documented
- Witnesses
- Specific times + dates
- Specific words used
- Specific impact
- Reporting documentation
- HR responses
- Specific outcomes
## Recent legal developments
**Bostock (2020):**
- Federal protection established
- Major civil rights victory
- Continuing implementation
**ACA Section 1557:**
- Healthcare protections
- Specific to LGBTQ+
- Specific to context
- Important for transgender care
**Anti-LGBTQ legislation:**
- Various state efforts
- Specific to areas
- Specific tension with federal
- Continuing litigation
**Specific cases:**
- Lawsuit responses to legislation
- Specific federal lawsuits
- Specific litigation
- Continuing development
## Healthcare benefits
**Coverage issues:**
**Trans-related care:**
- ACA Section 1557 protections
- Specific exclusions challenged
- Specific to plan
- Continuing litigation
**Same-sex partner benefits:**
- Post-Obergefell
- Specific federal protections
- Specific to plans
- Continuing issues
## Practical employer guidance
**Best practices:**
- Strong anti-discrimination policy
- Inclusive language
- Training programs
- Specific procedures
- Quick response to issues
- Documentation
- Specific accommodations
- Inclusive benefits
- Pronoun usage policies
- Specific transition policies
**Specific issues:**
- Bathroom access
- Dress code flexibility
- Insurance coverage
- Pronoun training
- Name change procedures
- Specific accommodations
## Common mistakes
**Employer mistakes:**
- Tolerating LGBTQ+ harassment
- Inadequate response to complaints
- Disparate enforcement of policies
- Specific religious accommodation issues
- Specific transgender accommodation
- Specific identification requirements
- Outdated policies
**Employee mistakes:**
- Not documenting incidents
- Not using complaint procedure
- Not consulting attorney
- Not preserving evidence
- Not filing EEOC promptly
## What you should do
If you face LGBTQ+ employment discrimination in Texas: document everything, file EEOC charge within 180-300 days, consult employment attorney. Bostock provides federal floor regardless of state law. Many Texas employment attorneys offer free consultations + work on contingency. State law sometimes broader than federal. Don't quit before consulting counsel.
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*This guide is general information about federal + Texas law as of mid-2026 and is not legal advice. LGBTQ+ employment law is evolving. Talk to a licensed Texas employment attorney about your specific situation.*
This guide is for general information only and does not constitute legal advice. Laws change and outcomes depend on your specific situation — talk to a licensed attorney before acting on anything you read here.