Ferraro Vega Employment Lawyers can help you if you’re facing discrimination at your job in Seattle. Every person has the right to a workplace free of discrimination because of their sexual orientation. Unfortunately, you might continue to be discriminated against because of your sexual orientation or gender identity. Whether it shows up in hiring decisions, office culture, promotions, or outright harassment, this kind of treatment is not only wrong—it’s illegal.
You shouldn’t have to hide who you are to keep your job. And if your employer makes you feel like you do, there are steps you can take to hold them accountable–with our firm’s help. Set up a free consultation today to learn more.
Why Would I Need a Lawyer?
If you’re dealing with discrimination at work because of your sexual orientation or gender identity, it’s normal to wonder: Do I really need a lawyer for this? Maybe you’re hoping HR will step in. Maybe you’re trying to keep your head down and ride it out. But here’s the truth: having legal help can give you a clearer path forward—especially when you’re up against an employer who isn’t taking your concerns seriously. Here’s how our team can help you:
- Explaining your rights and options going forward.
- Working to gather all the documentation, records, and evidence you’ll need.
- Talking to your employer directly, or negotiating with their representatives for a resolution.
- Filing a claim, either through administrative agencies or a lawsuit.
No one should have to deal with discrimination on the job—especially when you’re already facing bias in other parts of your life. Even though more people are aware of LGBTQ discrimination now, it’s still happening. In workplaces across Seattle, it shows up in hiring, promotions, policies, and the way people are treated day to day. But you don’t have to accept it as just part of the job.
How Can I Take Action If I’m Being Discriminated Against Because of My Sexual Orientation?
Being discriminated against at your job because of your sexual orientation or gender identity can feel extremely isolating. Once you report it, though, your employer is legally required to step in and do something about it. But if they ignore your complaint—or worse, if the situation gets even more hostile—you don’t have to just live with it. In Seattle, you generally have two main ways to move forward:
- File a Complaint with the Washington State Human Rights Commission (WSHRC) – This is usually the first step you can take. The WSHRC is the state agency that handles discrimination complaints, including those involving sexual orientation, gender identity, or gender expression. If you file a complaint and the WSHRC finds signs that discrimination has happened, they’re going to either:
- Try to help resolve the issue with your employer
- Give you something called a Notice of Right to Sue, which allows you to move forward with a lawsuit if needed
- File a lawsuit in civil court – If your employer doesn’t resolve the issue—or if the WSHRC process doesn’t lead to a fair outcome—you may be able to file a lawsuit in court. A lawsuit can help you recover things like:
- Lost pay or benefits
- Financial support for emotional distress
- Legal fees and court costs
- In some cases, reinstatement or the promotion you were unfairly denied
Timing matters here. Most WSHRC complaints must be filed within six months of when the discrimination happened. If you skip that and go straight to court, you generally have up to three years to file a lawsuit. But if you miss these deadlines—even by a little—you could lose the right to take legal action altogether.
How Do I Know If I’m Being Discriminated Against at Work Because of My Sexual Orientation?
LGBTQ+ workers in Seattle are protected under both state and federal law—and that protection goes beyond just keeping your job. It covers hiring, pay, promotions, job assignments, workplace policies, and even how you’re spoken to on the job. Still, discrimination isn’t always loud or obvious. Sometimes it shows up in small decisions that add up to a bigger problem. Other times, it’s direct and painful—being mocked, passed over, or pushed out.
If you’ve ever left work wondering, Would they have treated me like this if I were straight?—you’re not alone. And you’re probably onto something. Here are some examples of how this kind of bias shows up in real workplaces:
- You’re fired or not hired because your employer finds out you’re gay, lesbian, or bisexual.
- A manager refuses to call you by your chosen name or pronouns—even after you’ve corrected them.
- You’re told to “tone it down” or change how you dress or speak to seem more traditionally masculine or feminine.
- You’re denied a promotion or raise, even though your work meets or exceeds expectations.
- After you transition, coworkers begin treating you differently—or harassing you outright.
- You’re excluded from benefits or company events that are available to straight or cisgender coworkers.
- You start getting write-ups or negative evaluations only after coming out.
If any of this feels familiar, it’s likely that you’re experiencing discrimination based on your sexual orientation or gender identity. But this brings up another important question: am I protected
Who’s Protected Under Washington’s Workplace Discrimination Laws?
In Washington, your protection isn’t limited to one label. The law is written to be inclusive of the full spectrum of LGBTQ+ identities. Here’s what that includes:
- Sexual orientation – Whether you’re gay, lesbian, bisexual, pansexual, queer, or heterosexual.
- Gender identity – How you personally identify (as male, female, both, neither, or another gender).
- Gender expression – How you present your gender outwardly, through clothing, voice, hairstyle, or behavior.
- Transgender status – Whether or not your gender identity matches the sex you were assigned at birth.
- Perception – The law also protects people who are perceived to be LGBTQ+, even if they aren’t. That means an employer can’t mistreat you based on assumptions about who you are or who you love.
Even still, a big part of your potential claim is going to rely on the information you can provide.
What Information Do I Need For a Strong Discrimination Claim?
Discrimination doesn’t always come with a big announcement. Sometimes it’s a pattern that unfolds slowly—being left out, spoken to differently, or pushed to quit without anyone saying it outright. If things at work have changed since coming out, transitioning, or simply being more open about your identity, that shift may not be a coincidence. For a strong claim, though, you’re going to have to provide certain information like:
- A solid timeline – Start by jotting down key moments: When did the discrimination start? Was it after you came out, transitioned, or updated your pronouns at work? Did things shift after a specific meeting or conversation? A timeline helps you—and anyone reviewing your case—understand the big picture.
You don’t need to remember every little thing. Just try to map out the turning points, especially anything that shows a pattern of mistreatment or change in behavior.
- Texts, emails, or messages – Save anything that supports your experience. This could include:
- Emails or texts that feel inappropriate, dismissive, or hostile
- Performance reviews that suddenly become negative after you disclosed your identity
- Slack messages, meeting notes, HR complaints, or benefit denials
You don’t have to print every email. Just keep a folder—digital or physical—with the things that stand out. It’s much easier to explain what happened when you can point to specific examples.
- Personal notes or journals – If something happens that makes you uncomfortable, write it down. Who was involved? What did they say or do? How did it affect you? These personal notes can help show a pattern over time.
- Statements from coworkers – If someone at work sees what’s going on and says, “That wasn’t okay,” they might be willing to speak up later. You don’t have to ask right away—but it helps to know who might back you up if you need it.
Dealing with discrimination on the job is exhausting. It takes a toll—not just on your work, but on your sense of safety and belonging. Still, by keeping notes, saving records, and paying attention to what’s happening, you’re already laying the groundwork. This information can make a real difference if you decide to take action.
Free Consultations for LGBTQ Discrimination in Seattle Workplaces
No one should have to hide who they are just to keep a paycheck. But too many LGBTQ workers in Seattle still face bias, isolation, or flat-out mistreatment on the job.
At Ferraro Vega Employment Lawyers, we help people who’ve been shut out, singled out, or pushed aside because of their identity. If you’re ready to talk about what happened and find out what your options look like, we’re here to help—starting with a free consultation.
