Articles Discussing General Sex Discrimination Issues Under Title VII.

Denial of Gender-Affirming Care Does Not Qualify as Sex Discrimination, Eleventh Circuit Holds

On September 9, 2025, in Anna Lange v. Houston County, Georgia, et. al., the U.S. Court of Appeals for the Eleventh Circuit held that the denial of coverage for gender-affirming surgery was not discriminatory.

tgelbman@littler.com Fri, 09/12/2025

On May 15, 2025, the district court for the Northern District of Texas issued an order vacating the gender-identity portions of the EEOC’s 2024 Enforcement Guidance.  In the order, District Judge Matthew J. Kacsmaryk stated that all language defining “sex” under Title VII to include “sexual orientation” and/or “gender identity” was contrary to law and therefore vacated. 

International Women’s Day (IWD) falls on the March 8th each year. This year’s campaign theme, “Accelerate Action,” highlights the urgent need for progress as data from the World Economic Forum predicts that, at the current rate of progress, it will take until 2158 to reach full gender parity – roughly

On May 17, 2023, the U.S. Department of Labor (DOL) Wage and Hour Division issued Field Assistance Bulletin No. 2023-2 (FAB) to provide guidance to its field staff on the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act) and its enforcement.

In honor of Women’s History Month, we asked New York shareholder Diana Nehro, the newest member of the firm’s board of directors and chair of Ogletree Deakins’ Cross-Border Practice Group, a few questions about her experiences as a prominent and respected woman in the legal profession.

In this episode of our Women’s History Month podcast series, Conversations with Women, Jacqueline Polito (Rochester) talks with two special Littler alumnae, Meyling Ly Ortiz, Managing Counsel at Toyota, and Eboneé Lewis, Associate General Counsel at BD, a global medical technology company. Sharing personal stories of support, Mey and

As working new moms return to the workplace, employers need to remember pre-pandemic workplace requirements, such as lactation accommodations. At the start of 2020, California’s enhanced lactation accommodation law went into effect.

Under the law, every employer must provide a reasonable amount of break time to accommodate an employee expressing

A lawsuit brought by female professional soccer players against the United States Soccer Federation (USSF) may be settled, partly.

In 2019, female professional soccer players on the United States Senior Women’s National Team, including well-known players like Megan Rapinoe, filed a collective action in federal court in California alleging the

Jennifer Youpa and Nina Markey discuss the importance of advancing gender equity in the workplace, how access and representation are critical to creating opportunities for women, and how women can help each other achieve their professional goals.  

Players on the U.S. Women’s National Soccer team have settled some of the claims the group made in its Equal Pay Act lawsuit against U.S. Soccer Federation, the national governing body for the sport. The settlement resolves issues related to working conditions that are alleged to be less favorable than

New York State recently enacted a new law (A 6330/S 4278) mandating a study of the proportion of female members on the boards of corporations authorized to do business in the state.

Often—and without much thinking—when an employer faces a claim of sexual harassment, the knee-jerk response is to discipline or terminate the man accused. It is the easiest way to go, especially if the alleged harasser is a mid- or lower-level employee, is not a stellar performer, and involved in a largely he said/she said situation. And terminating the alleged harasser may have the salutary effects of cutting off liability under federal law and limiting damages under New York State and New York City law by showing that the employer took appropriate steps to ensure that the harassment would not recur.