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March 2023: Michigan Lawmakers Seek to Expand Workplace Protections for LGBTQ Workers

08 Mar

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Update Applicable to:
All employers in the state of Michigan.

What happened?
On March 1, 2023, the Michigan State Senate voted to increase workplace protections for members of the LGBTQ community by passing Senate Bill 4 (SB 4).

What are the details?
SB 4 defines “sexual orientation” as “having an orientation for heterosexuality, homosexuality, bisexuality or having a history of such an orientation or being identified with such orientation.” It further defines gender identity or expression” as having or being perceived as having a gender-related self-identity or expression whether or not associated with an individual’s assigned sex at birth.”

Suppose this law were to pass and take effect. In that case, employers could face repercussions if they are found to have discriminated against LGBTQ applicants or employees – including rejecting job candidates, terminating their employment, or other adverse workplace actions.

Furthermore, harassment based on LGBTQ status would also be unlawful and subject to civil lawsuits. The also law prevents employers from asking job applicants about their sexual orientation or gender identity, or expression.

The Governor of Michigan stated publicly that she supports the bill, and once it is signed into law by the governor, the new law will take effect 90 days later.

For more information, please see the links below:

Senate Bill 4 (SB 4)

Article 1Article 2

What do employers need to do?
Employers should review the links provided above and be on the lookout for any news regarding this new bill. Vensure will continue to provide more updates once the news has been received.

Need help understanding how changes to employment laws will affect your business?

Learn more about how Vensure's Michigan PEO services can help you navigate complex employment laws and keep your business compliant.


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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