Michigan LGBTQ+ Employment Discrimination? Rasor Law Fights for Your Rights
LGBTQ+ workers in Michigan are protected under state and federal law. If you have faced discrimination because of sexual orientation, gender identity, or gender expression, Rasor Law can help you evaluate your options and pursue accountability.
Your Rights as an LGBTQ+ Employee in Michigan
Michigan’s Elliott-Larsen Civil Rights Act (ELCRA) prohibits employment discrimination because of sexual orientation and gender identity or expression. These protections cover hiring, firing, compensation, promotions, training, and other terms and conditions of employment. See MCL 37.2202(1) and ELCRA definitions at MCL 37.2103.
At the federal level, Title VII bars discrimination because of sex, and the U.S. Supreme Court has held that this includes sexual orientation and gender identity (including transgender status). See Bostock v. Clayton County (2020); 42 U.S.C. § 2000e-2(a)(1). Title VII generally applies to employers with 15 or more employees. See 42 U.S.C. § 2000e(b). ELCRA generally applies to Michigan employers regardless of size.
What Counts as Discrimination or Harassment
Discrimination can be overt or subtle. It includes being denied a job, terminated, demoted, paid less, or passed over for opportunities because of protected characteristics or because you are perceived to have them. Harassment can include slurs, intentional misgendering, invasive questions, or other conduct that creates a hostile work environment. Retaliation for reporting or opposing discrimination is also unlawful. See EEOC overview; MCL 37.2701(a); 42 U.S.C. § 2000e-3(a).
Examples We See
- Refusal to use a worker’s correct name or pronouns after notice
- Dress code enforcement that targets transgender or nonbinary employees
- Denial of benefits or leave that others receive
- Unequal discipline or performance standards
- Firing or demotion after coming out or beginning a gender transition
- Retaliation for filing an internal complaint or a charge with an agency
How Rasor Law Fights for You
We investigate quickly, preserve evidence, and build a strategy tailored to your goals, whether that means compensation, policy changes, or both. We gather documents, interview witnesses, assess comparators, and coordinate with agency processes. We negotiate from a position of strength and are prepared to litigate when necessary.
Filing a Charge or Lawsuit
Depending on your claims and employer, you may need to start with an administrative charge (for example, with the Michigan Department of Civil Rights or the EEOC) before filing in court. The appropriate forum and sequence vary by case. Deadlines can be short, and missing a step can affect your rights. We help you choose the right path and preserve all claims. See EEOC guidance.
What Remedies Are Available
Possible remedies include back pay, front pay, equitable relief (such as reinstatement or policy changes), and, where authorized, compensatory and punitive damages and attorney’s fees. Available relief depends on the facts, statutes invoked, and evidence. See MCL 37.2801; 42 U.S.C. § 1981a.
Protect Your Case: Steps to Take Now
- Write down what happened, with dates, times, locations, and witnesses
- Save texts, emails, chat messages, performance reviews, and policy documents
- Follow reasonable internal complaint procedures
- Avoid deleting social media or work communications
- Contact an employment attorney promptly to evaluate your options
Practical Tips
- If safe, communicate concerns in writing to create a clear record.
- Ask HR for copies of relevant policies (EEO, anti-harassment, dress code).
- Keep a separate, private backup of evidence outside your workplace systems.
- Do not resign before speaking with counsel about potential impact on claims.
Checklist: What to Bring to Your Consultation
- Timeline of events with key dates
- Offer letters, contracts, handbooks, and policy acknowledgments
- Performance evaluations, PIPs, and corrective actions
- Emails, chats, texts, and voicemails showing treatment or retaliation
- Names and contact info for witnesses or supportive coworkers
FAQ
Do I have to file with the EEOC before I can sue?
Many federal claims require an EEOC charge first. Michigan ELCRA claims can often be filed directly in court. Strategy depends on your facts; deadlines are short, so get advice quickly.
What if my employer has fewer than 15 employees?
Title VII may not apply, but Michigan’s ELCRA generally does, covering most employers regardless of size.
Can my employer misgender me based on beliefs?
Persistent misgendering after notice may contribute to a hostile work environment. Context matters; speak with an attorney about your facts.
Will my case be public?
Agency charges and lawsuits create records, but many matters resolve confidentially through settlement. Your lawyer can discuss options to protect your privacy.
Talk to Rasor Law
If you’ve experienced LGBTQ+ discrimination or harassment at work, you don’t have to navigate this alone. Contact Rasor Law for a confidential consultation. We are ready to listen, explain your options, and fight for the outcome you deserve.
Important Disclaimer
This information reflects Michigan and federal law as of the date above and may change. It is not legal advice, and reading it does not create an attorney-client relationship. Coverage and procedures can vary based on factors like employer size (for example, Title VII generally applies to 15+ employees) and public, private, or religious status, and filing deadlines can be short. Consult a Michigan-licensed attorney about your specific situation.