Your job is not theirs to take for who you are
No one should lose a job or be denied opportunities because of race, sexual orientation or gender identity. If you've been harassed, wrongfully terminated or faced workplace discrimination, we will fight for your rights. The law protects workers from unlawful discrimination, and we're here to make sure those protections are enforced.
What this can look like
- You were fired, demoted or passed over for a promotion soon after your employer learned who you are
- A supervisor or coworkers harassed you, and the company did nothing after you reported it
- You were repeatedly and deliberately misgendered or called by a name you no longer use
- You were punished after complaining about discrimination or supporting a coworker who did
- Your employer refused a reasonable accommodation for a disability or pregnancy
- You were paid less than coworkers doing the same job
The law on your side
Several layers of law protect workers in Pennsylvania. Which ones apply depends on the size of your employer, where you work and what happened.
- Title VII of the Civil Rights Act
- Federal law that bars discrimination based on race, color, religion, sex and national origin. The U.S. Supreme Court held in Bostock v. Clayton County (2020) that firing someone for being gay or transgender is sex discrimination.
- Pennsylvania Human Relations Act
- State law covering employers with four or more employees. The Pennsylvania Human Relations Commission's regulations read sex discrimination to include sexual orientation and gender identity.
- Disability and age protections
- The Americans with Disabilities Act and the Age Discrimination in Employment Act add protections for workers with disabilities and workers 40 and older.
- Local ordinances
- Philadelphia and many Montgomery County municipalities have their own anti-discrimination ordinances, some with broader coverage than state law.
Mind the clock
Most employment discrimination claims must start with an administrative complaint. In Pennsylvania that is generally 180 days to file with the Pennsylvania Human Relations Commission and 300 days to file with the EEOC, counted from the discriminatory act. Waiting can end a strong case before it starts.
These are general time limits, not legal advice. The deadline that applies to you depends on your facts.
What to gather
You don't need all of this to reach out. Bring what you have.
- Your offer letter, job description and any termination or discipline notices
- Performance reviews, especially recent good ones
- Texts, emails or messages that show what was said and when
- Names of coworkers who saw what happened
- A simple timeline of events, written while it is fresh
- Pay stubs if pay is part of the problem
Common questions
Can I be fired for being gay or transgender in Pennsylvania?
No. Federal law and Pennsylvania law both treat it as sex discrimination. If it happened to you, the time limits above apply, so reach out soon.
What if I'm still working there?
You can still bring a claim, and the law protects you from retaliation for complaining. We can talk through how to protect yourself at work while the claim moves forward.
Do I need proof before I contact you?
No. Tell us what happened and what you have. Part of our job is figuring out what evidence exists and how to get it.
Talk with Sophia about what happened
Tell us a little about your situation. We'll contact you to talk it through.