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 Ohio, 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 has been interpreted to include discrimination against an individual because of gender identity or sexual orientation. Ohio state law also prohibits sex discrimination in employment, and these provisions can be found in the Ohio Revised Code, particularly in sections related to labor and employment. Employers in Ohio must comply with these regulations and ensure that their employment practices do not discriminate on the basis of sex. For detailed regulations on sex discrimination, one can refer to the Code of Federal Regulations, starting with 29 CFR 1604.1, which provides guidance on how Title VII is implemented.