Miller Johnson employment attorneys Rebecca Strauss and Sarah Willey discuss the EEOC’s recent decision to rescind its 2024 harassment guidance. They break down what this decision means (and does not mean) for employers.

The 2024 guidance generated significant discussion, particularly around:

• Pronoun usage and hostile work environment claims
• Bathroom access and gender identity protections
• Conflicts between religious accommodation and anti-harassment protections

Now that the guidance has been rescinded, many employers are asking:

• Does this change harassment law?
• Does it affect Title VII protections?
• Should workplace policies change?

🔍 Tune in as we explore:

• Why Supreme Court precedent still protects sexual orientation and gender identity
• What “evenhanded enforcement” means under the current Commission
• How employers should approach harassment complaints going forward

Bottom line: The law protecting employees from harassment remains in place — and enforcement remains a priority.

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