Sex discrimination involves treating someone (a job applicant or employee) unfavorably because of that person's sex. Sex discrimination is a form of employment discrimination that violates federal law—including Title VII of the Civil Rights Act of 1964 (42 U.S.C. §2000e).

In addition to these federal laws, states also have laws against sex discrimination in employment. These state laws are generally located in a state’s statutes—often in the labor code or employment-related statutes.

Discrimination against an individual because of gender identity—including transgender status or sexual orientation—is discrimination because of sex in violation of Title VII.

The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.

For the regulations related to sex discrimination, see the Code of Federal Regulations, beginning with 29 CFR 1604.1.

In Pennsylvania, sex discrimination in employment is prohibited under both federal and state laws. Federally, Title VII of the Civil Rights Act of 1964 makes it illegal to discriminate based on sex in any aspect of employment, which includes hiring, firing, pay, promotions, and other terms of employment. This federal protection extends to gender identity and sexual orientation. At the state level, the Pennsylvania Human Relations Act (PHRA) also prohibits employment discrimination on the basis of sex. The PHRA applies to employers with four or more employees and covers many of the same aspects of employment as Title VII. Both laws enable individuals who have experienced sex discrimination to file a complaint with the appropriate agency—the Equal Employment Opportunity Commission (EEOC) for Title VII violations and the Pennsylvania Human Relations Commission (PHRC) for state law violations. Additionally, the Code of Federal Regulations, starting with 29 CFR 1604.1, provides further regulations related to sex discrimination.