Federal Court Vacated Gender Identity Portions of EEOC Harassment Guidance: Employer Uncertainty Remains
Takeaways A federal court in Texas vacated the gender identity portions of the EEOC’s harassment guidance. Uncertainty remains about issues like sex-designated restrooms and personal pronouns, but employers should continue to require employees to treat everyone with respect. Employers also should consider carefully all accommodation requests and always engage in the interactive process. Related links Enforcement Guidance on Harassment in the Workplace Texas v. Equal Employment Opportunity Comm’n (opinion) New Presidential EO Says Federal Government Recognizes ‘Two Sexes’ Only Bostock v. Clayton County (opinion) Oncale v. Sundowner Offshore Servs., Inc. (opinion) Defending Women from Gender Ideology Extremism and Restoring Biological Truth to the Federal Government (executive order) U.S. Supreme Court to Hear Arguments on LGBTQ+ Workplace Protections under Title VII Article A federal district court in Texas on May 15, 2025, vacated the gender identity parts of the...