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 North Carolina, sex discrimination in employment is prohibited under federal law, specifically Title VII of the Civil Rights Act of 1964, which makes it illegal to discriminate based on sex in any aspect of employment. This includes hiring, firing, pay, job assignments, promotions, layoffs, training, benefits, and other terms or conditions of employment. Additionally, discrimination on the basis of gender identity, including transgender status, or sexual orientation is also recognized as a form of sex discrimination under Title VII. While North Carolina state law does not have a comprehensive statute that explicitly prohibits employment discrimination based on sex, the federal protections apply statewide. Employers in North Carolina must comply with these regulations, and violations can be addressed through the Equal Employment Opportunity Commission (EEOC). For detailed regulations on sex discrimination, one can refer to the Code of Federal Regulations, starting with 29 CFR 1604.1.