Disclaimer: The information provided in this blog post is for informational purposes only and does not constitute legal advice. It is important to consult with legal professionals for guidance on specific legal matters. Results on engagements and online courses may vary, and a successful outcome is not guaranteed.
In today’s political climate, state-level protections against workplace discrimination are more critical than ever. With the second Trump administration now in power, federal labor and employment protections are already being weakened, leaving employees—regardless of race or gender—more vulnerable to discrimination, harassment, and retaliation in the workplace.
While federal anti-discrimination laws such as Title VII of the Civil Rights Act and the Americans with Disabilities Act remain in place, they are at risk of being undermined through weakened enforcement, reduced funding for the Equal Employment Opportunity Commission (EEOC), and conservative court rulings that may roll back key protections.
In this landscape, state-level anti-discrimination laws serve as a crucial safeguard. Many states offer broader protections than federal law, covering additional protected categories such as sexual orientation, gender identity, marital status, arrest records, and reproductive health decisions. Some states even extend workplace protections to independent contractors and gig workers, who are often excluded from federal employment protections.
State-Specific Anti-Discrimination Laws
Understanding your state's specific anti-discrimination laws is essential. Here's a summary of protections across various states:
Alabama: Lacks comprehensive state-level anti-discrimination laws; relies primarily on federal protections.
Alaska: Prohibits employment discrimination based on race, religion, color, national origin, age, physical or mental disability, sex, marital status, changes in marital status, pregnancy, and parenthood.
Arizona: Prohibits discrimination based on race, color, religion, sex, age, disability, and national origin.
Arkansas: Prohibits discrimination based on race, religion, ancestry, national origin, gender, and disability.
California: Offers extensive protections, prohibiting discrimination based on race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, or military and veteran status.
Colorado: Prohibits discrimination based on race, color, religion, sex, sexual orientation (including transgender status), disability, age, national origin, and ancestry.
Connecticut: Prohibits discrimination based on race, color, religious creed, age, sex, gender identity or expression, marital status, national origin, ancestry, present or past history of mental disability, intellectual disability, learning disability, physical disability, including, but not limited to, blindness, and sexual orientation.
Delaware: Prohibits discrimination based on race, marital status, genetic information, color, age, religion, sex, sexual orientation, gender identity, and national origin.
Florida: Prohibits discrimination based on race, color, religion, sex, pregnancy, national origin, age, handicap, or marital status.
Georgia: Lacks comprehensive state-level anti-discrimination laws; relies primarily on federal protections.
Hawaii: Prohibits discrimination based on race, sex, including gender identity or expression, sexual orientation, age, religion, color, ancestry, disability, marital status, arrest and court record, reproductive health decision, domestic or sexual violence victim status, and National Guard participation.
Idaho: Prohibits discrimination based on race, color, religion, sex, age, disability, and national origin.
Illinois: Prohibits discrimination based on race, color, religion, sex, national origin, ancestry, age, order of protection status, marital status, physical or mental disability, military status, sexual orientation, pregnancy, or unfavorable discharge from military service.
Indiana: Prohibits discrimination based on race, religion, color, sex, disability, national origin, and ancestry.
Iowa: Prohibits discrimination based on race, creed, color, sex, sexual orientation, gender identity, national origin, religion, age, disability, pregnancy, and childbirth.
Kansas: Prohibits discrimination based on race, religion, color, sex, disability, national origin, and ancestry.
Kentucky: Prohibits discrimination based on race, color, religion, national origin, sex, age (40 and older), disability, smoking status, and pregnancy.
Louisiana: Prohibits discrimination based on race, color, religion, sex, national origin, disability, age, sickle cell trait, pregnancy, childbirth and related medical conditions, and genetic information.
Maine: Prohibits discrimination based on race, color, sex, sexual orientation, gender identity or expression, physical or mental disability, religion, age, ancestry, national origin, and genetic information.
Maryland: Prohibits discrimination based on race, color, religion, sex, age, national origin, marital status, sexual orientation, gender identity, genetic information, and disability.
Massachusetts: Prohibits discrimination based on race, color, religious creed, national origin, sex, sexual orientation, gender identity, genetic information, ancestry, age, disability, and military service.
Michigan: Prohibits discrimination based on religion, race, color, national origin, age, sex, height, weight, familial status, and marital status.
Minnesota: Prohibits discrimination based on race, color, creed, religion, national origin, sex, marital status, disability, public assistance status, age, sexual orientation, and familial status.
Mississippi: Lacks comprehensive state-level anti-discrimination laws; relies primarily on federal protections.
Missouri: Prohibits discrimination based on race, color, religion, national origin, sex, ancestry, age, and disability.
Montana: Prohibits discrimination based on race, creed, religion, color, national origin, age, physical or mental disability, marital status, and sex.
Nebraska: Prohibits discrimination based on race, color
(SOURCE: U.S. Equal Employment Opportunity Commission (EEOC), National Conference of State Legislatures (NCSL), State Department of Labor Websites)
What the Federal Rollbacks Mean for Employees
As federal agencies like the EEOC and Department of Labor face new restrictions, employees may experience:
Weaker enforcement of workplace discrimination laws makes it harder to hold employers accountable.
More aggressive employer retaliation, as businesses feel emboldened to discriminate without facing consequences.
Fewer legal resources and protections, particularly in states that rely heavily on federal law rather than having their own robust state protections.
Challenges in accessing fair wages and advancement opportunities, since federal enforcement of equal pay laws may weaken.
How This Will Especially Impact Black Workers—Specifically Black Women
While all employees stand to lose in this shifting legal landscape, Black workers—especially Black women—will be disproportionately affected.
Increased Workplace Discrimination and Retaliation
Black employees already experience higher rates of workplace discrimination than other racial groups. With weakened federal enforcement, discriminatory practices in hiring, promotions, and terminations could increase unchecked.
Employers may feel less pressure to address workplace racism, knowing there is little risk of meaningful consequences at the federal level.
Pay Inequities Will Worsen
Black women already earn just 64 cents for every dollar earned by White, non-Hispanic men. Without strong legal protections, wage gaps may widen, and pay discrimination claims will become harder to pursue.
Workplace Protections for Black Hair and Cultural Identity May Be Undermined
Many states have passed CROWN Act legislation to prohibit discrimination based on natural hairstyles like locs, braids, and afros. However, these protections could be challenged under a more conservative federal government.
Black Women Face the Highest Rates of Workplace Retaliation
Black women are more likely to be retaliated against when reporting discrimination. We are seen as "angry" or "difficult" for simply asserting our rights. If federal enforcement weakens, employers may retaliate more aggressively, knowing legal recourse is less accessible.
Federal Workplace Diversity, Equity, and Inclusion (DEI) Efforts Are Under Attack
The Trump administration has already targeted corporate DEI initiatives, calling them "reverse discrimination." Black employees will likely face a hostile workplace environment where diversity programs are eliminated and conversations around race and inclusion are silenced.
What Employees—Especially Black Women—Can Do Now
Know Your State Laws – Research your state’s anti-discrimination protections, including what categories are covered and how complaints can be filed.
Document Everything – If you experience discrimination, retaliation, or harassment, document each incident in detail. Keep emails, performance evaluations, meeting notes, and witness statements. A clear, organized record is your best defense if you need to file a claim or negotiate an exit strategy.
To help employees document workplace issues effectively, I created The AntiHR Documentation Journal—a structured tool designed to help you track incidents, gather evidence, and take control of your workplace story. Having a well-documented record can mean the difference between walking away empty-handed and securing a severance package or legal remedy. Get your copy today and take control of your workplace narrative.
Seek Support Early – Don't wait until the situation escalates. Consulting with an expert like me at AntiHR) can help you understand your rights and options. Book a Discovery call today if you need support navigating a workplace issue.
Use State Agencies – Even if the EEOC is weakened, many states have their own civil rights commissions that handle workplace discrimination complaints.
Leverage Workplace Networks – Build alliances with trusted coworkers and employee resource groups to advocate for workplace equity.
Black History Month Special Offers
As we celebrate Black History Month, I’m offering exclusive discounts to help employees take back their power in toxic workplaces.
Explore the Save Yourself Mastercourse
If you're navigating a hostile or toxic workplace, consider enrolling in the Save Yourself Mastercourse, designed specifically with Black women in mind. This course is a collaboration between me and Dr. Kimani Norrington-Sands of Lifting as We Climb Consulting.
Here’s what you’ll learn:
📌 How to assess the costs and benefits of leaving your hostile toxic workplace
📌 How to tell the difference between a hostile toxic workplace and a discriminatory hostile workplace
📌 How to identify and address your fears of leaving your hostile toxic workplace
📌 How to effectively document a discriminatory hostile toxic workplace
📌 How to understand, explore, and process the stages of grief in relation to leaving your job (including dreams you may have had when starting the job)
📌 How to establish and commit to a wellness plan as a source of support while leaving your hostile toxic workplace
📌 The essential steps for addressing the trauma you will still feel after leaving your hostile toxic workplace
📌 How to understand the role of HR in a discriminatory hostile toxic workplace
📌 How to strategically use HR to exit a discriminatory hostile toxic workplace
15% off the Save Yourself Mastercourse – This powerful course, created in partnership with Dr. Kimani Norrington Sands, helps employees navigate and exit discriminatory, hostile workplaces while beginning their healing journey. Use the code SAVEYOURSELF15 at checkout.
The AntiHR Hostile Work Environment Escape Strategy – Complete Series
Special Offer: $599, includes free Roadmap & Separation Checklist
Take 15% off the complete 4-part series with code BLKHISTORY15🔗
AntiHR Hostile Work Environment Escape Strategy Series – Webinars 1 & 2
Webinar 1: How to Identify a Hostile Work Environment & What to Do Next
Webinar 2: How to Effectively Document a Hostile Work Environment & Create a Timeline of Events
15% off both webinars with code BLKHISTORY15
Get these webinars in February and receive free downloads:
Webinar 1: Roadmap to Understanding Your Workplace Rights 🔗 Enroll Now
Webinar 2: AntiHR Documentation Journal & Timeline of Events Template🔗 Enroll Now
📅 These sales and offers will begin at midnight EST February 1, 2025, and end February 28, 2025, at 11:59 PM EST.
In these uncertain times, knowledge is power, and preparation is key. Don't wait until it’s too late—start documenting, protecting, and positioning yourself for success today!
The Bottom Line
The rollback of federal worker protections under the current administration is not a distant possibility—it is happening right now. Employees cannot rely on the federal government alone to protect them. State anti-discrimination laws have never been more critical. Knowing your rights, documenting everything, and using resources like The AntiHR Documentation Journal and my master courses can help you take control of your situation.
If you need guidance on navigating workplace discrimination, I’m here to help. Through my AntiHR consultancy, I offer strategies to help employees exit discriminatory workplaces with compensation and advocate for their rights before it’s too late.
Your workplace rights matter—now more than ever. Don’t wait until it’s too late to protect yourself.
For more tips about navigating and escaping difficult HR situations:
Book a Discovery Call Here
Follow me on Instagram at @theantihrhrlady
Follow me on Bluesky 🔗https://bsky.app/profile/antihrhrlady.bsky.social
Subscribe to my YouTube channel and check out my playlists!
Subscribe to my website for the latest updates and resources
Comments