Bostock v. Clayton County

Gerald Bostock said Clayton County fired him for being gay, which he argued was sex discrimination banned by Title VII of the Civil Rights Act of 1964. On June 15, 2020, the Supreme Court said that an employer who fires someone merely for being gay or transgender violates Title VII.

On June 15, 2020, the Court said Title VII bars employers from firing someone merely for being gay or transgender, but the prompt does not provide the vote count or opinion lineup.

The decision means federal employment law protects workers from being fired for being gay or transgender. For example, a county worker or private employee can use Title VII if they say they lost a job for that reason.

The Supreme Court has finished this case. Employers and lower courts must now apply this reading of Title VII in future workplace discrimination disputes.

The case asked whether firing a worker for being gay counts as discrimination because of sex under Title VII. Bostock said it does; Clayton County said it does not.

It gives employees a federal protection against being fired for being gay or transgender. That matters to workers in government jobs and private workplaces covered by Title VII.

The Supreme Court's role is over. Lower courts and employers must follow the decision when handling Title VII workplace discrimination claims.