The Noble Law is an employment law firm with offices in North Carolina and South Carolina. We help clients navigate issues of workplace discrimination, including wage discrimination. While pay discrimination is illegal in the United States, it still happens. You have the right to be paid fairly and equally for your work, regardless of sex, race, color, disability, nation of origin, religion, or age. If you are currently experiencing wage discrimination or any other kind of workplace discrimination, our employment law attorneys can help. Contact The Noble Law in North Carolina or South Carolina to schedule a consultation.
Trans Discrimination in the Workplace in North Carolina
The unfortunate reality is that discrimination against trans individuals in the workplace is all too common in North Carolina. This State is, regrettably, where the notorious “bathroom bill” was initiated in 2016. House Bill 2 (“HB2”), since repealed, also made it illegal for municipalities to adopt anti-discrimination policies to protect trans people. Although HB2 isn’t directly tied to violations of federal employment law, it does speak to a larger environment where trans discrimination can exist.
Transgender employees often face harassment, a hostile work environment, and other differential treatment. What can this look like in the workplace? Those in transition get fired. Good workers find that promotions are not forthcoming. Job applicants who are less qualified than you get hired in your place.
This discrimination is simply unacceptable, but The Noble Law can help do something about it.
NC Transgender Discrimination Lawyers
We are fierce, committed advocates for the rights and full legal protections of the transgender community. We stand up against hostile individuals in authority positions who keep our clients from having jobs they love and careers they have earned.
If you have faced mistreatment in your job because of who you are, you do not have to face it alone. Our Raleigh, Durham and Chapel Hill Employment Lawyers can take action on your behalf to make sure your rights are protected and that discriminatory employers are held accountable for their illegal practices. We represent transgender employees across North Carolina.
Common Types of Transgender Workplace Discrimination
Unfortunately, transgender individuals often find that discriminatory treatment is the norm rather than the exception. Some of this discrimination is overt — like harassment or denial of restroom access — while other forms are more subtle, such as biased evaluations or missed opportunities.
The more obvious violations are sometimes easier to prove, but even subtler forms of discrimination can have a serious impact on an employee’s career and well-being. Some of the most common examples of transgender workplace discrimination include:
- Harassment. This can range from name-calling and offensive remarks to outright threats.
- Deadnaming. Insisting on calling a worker by their birth name rather than their chosen name is also a form of harassment.
- Pressure to conform to gender norms. Employers may try to force transgender employees to dress or act according to the gender they were assigned at birth, rather than respecting their identity.
- Restroom and facility access. The debates surrounding North Carolina’s “bathroom bill” reflect ongoing workplace conflicts. Some employers still deny transgender employees access to bathrooms or locker rooms that align with their gender identity.
- Violence or intimidation. Sadly, transgender workers are sometimes subjected to physical violence or threats on the job. In certain industries, the risk of such treatment may even deter employees from seeking employment.
- Unequal pay or benefits. Paying transgender employees less, excluding them from bonus programs, or potentially, denying healthcare coverage for gender-affirming care.
- Missed promotions or training. Overlooking qualified transgender employees for advancement or excluding them from professional development opportunities.
- Hostile work assignments. Assigning less desirable shifts, territories, or customer-facing roles because of gender identity.
Individuals often begin experiencing differential treatment at work when they start transitioning. Changing your name to one that reflects your chosen gender, or starting to dress in that manner, might trigger discriminatory treatment from an employer.
Companies and state agencies may also try to deny payment for medically necessary services for transgender employees covered by employer-provided health insurance plans.
If you have been a victim of transgender discrimination in the workplace, you need the services of the experienced workplace discrimination lawyers at The Noble Law Firm. Call our North Carolina offices to schedule a consultation.
How To Protect Yourself from Trans Discrimination
If you believe you’ve experienced transgender discrimination at work, there are a few important steps you can take right away to protect yourself:
- Document the incidents. Keep detailed notes of each occurrence, including dates, times, locations, and the names of those involved. Save any emails, text messages, or performance reviews that may support your account.
- Report internally. If your workplace has a reporting process, notify your supervisor, HR, or another designated official. Making a formal report creates an internal record that may be useful later.
- Consult with an employment attorney. Speaking with a lawyer can help you understand your rights, evaluate your options, and ensure that important deadlines are not missed.
Even if you are unsure whether your situation qualifies as harassment or unlawful discrimination, it is better to take these steps early. Protecting your rights begins with establishing a record and seeking guidance from trusted legal counsel.
Understanding the EEOC Process and Legal Timelines
Most workplace discrimination claims in North Carolina are processed through the Equal Employment Opportunity Commission (EEOC), the federal agency responsible for enforcing Title VII. While The Noble Law attorneys handle every aspect of this process on behalf of our clients, knowing what to expect can help you feel more informed and empowered.
Here’s how the process generally works:
- Filing the charge. A charge of discrimination must be submitted to the EEOC within strict deadlines — typically 180 days from the discriminatory act.
- Investigation. The EEOC investigates by gathering documents, interviewing witnesses, and reviewing the employer’s position statement and the employee’s response thereto. This stage can take several months, depending on the complexity of the case.
- Mediation or conciliation. In some cases, the EEOC offers mediation, a voluntary process where both sides attempt to resolve the matter. In some cases, the EEOC may pursue conciliation, which is a more formal attempt to secure a settlement.
- Right-to-Sue letter. If the EEOC closes its investigation and no resolution is reached, the EEOC issues a Notice of Right to Sue. This letter gives the employee 90 days to file a lawsuit in federal court.
- Litigation. If a case proceeds to court, potential remedies can include reinstatement, back pay, compensation for emotional distress, and policy changes within the company.
For employees, the EEOC process can feel intimidating, especially when trying to balance work and personal well-being. At The Noble Law, we manage these steps for you — ensuring filings are timely, evidence is properly presented, and your rights are fully protected.
While you won’t have to handle the legal process alone, understanding how the system works can make the journey less overwhelming.
"The law is clear: gender identity is protected under federal law, and dignity at work is non-negotiable. When employers disregard these protections, The Noble Law will not back down from pursuing justice for our clients." – Laura Noble
What to Do If You Experience Transgender Discrimination in the Workplace in NC
If it is determined that you were discriminated against because of your gender identity, the law gives you access to financial remedies. Depending on your case, you may be entitled to:
- Reinstatement to your former position if you were unfairly terminated or forced out.
- Back pay for the wages and benefits you lost because of the discrimination.
- Front pay to cover future lost earnings when returning to your former job isn’t possible and finding comparable new employment will be difficult or impossible.
- Compensation for the emotional harm you suffered as a result of harassment or hostile treatment.
- Punitive damages in situations where your employer’s conduct was especially harmful or reckless.
These remedies are designed to put you where you would have been if the discrimination had not taken place. In doing so, the remedies may restore some financial stability, protect your career opportunities, and affirm your dignity in the workplace. You can read more about available remedies under Title VII directly from the EEOC.
How The Noble Law Can Help
At The Noble Law, we know that pursuing a discrimination claim can feel overwhelming, especially for transgender employees who may already face stigma in the workplace. Our attorneys guide clients through filing EEOC charges, leveraging local protections, negotiating settlements, and litigating when necessary.
We combine legal knowledge with compassion — listening to your story, explaining your options, and advocating for fair treatment. Our role is not only to secure remedies for our clients but also to help create more inclusive workplaces across North Carolina.
If you believe you have experienced transgender discrimination at work, contact The Noble Law today for a consultation. We listen. We hear you. We understand.
