A young transgender woman who worked at a McDonald’s franchise accused her employer of transphobia and harassment. She was hired under the male name she was given at birth in September 2022, while still in the process of transitioning, but still legally male at that time. In January 2023, she arrived at work late after a medical appointment wearing feminine clothing, fake breasts, and makeup, feeling a sense of acceptance from her company and colleagues. However, she claims to have quickly faced remarks and pressure from her employer.
In late January 2023, she was called to a “disciplinary meeting” where she was addressed by her male name and asked to stop wearing makeup, according to her lawyer. The restaurant’s lawyer argued that she was only asked to tone down her makeup, as per a company policy that requires all employees to wear “light and discreet” makeup. In the following days, Syntia’s superiors did everything they could to prevent the use of her new female name, even displaying notices in the restaurant and giving written warnings to colleagues who used it. Despite refusing to remove her makeup, she was no longer allowed to work and has been on sick leave since March 2023.
The young woman, who also lodged a complaint with labor authorities and filed a criminal complaint, is seeking the termination of her employment contract, 30,000 euros in damages, and compensation for the eight months of sick leave not covered by Social Security (less than 20,000 euros). The employer’s lawyer denied all allegations of discrimination or harassment, attributing any actions to clumsiness. The labor court is expected to issue a judgment on June 24. This case highlights the ongoing challenges faced by transgender individuals in the workplace and the importance of addressing discrimination and harassment.
The treatment of transgender individuals in the workplace has been a recurring issue, with many facing discrimination, harassment, and lack of understanding from their employers and colleagues. Despite legal protections in place, cases like this one show that there is still a long way to go in terms of acceptance and inclusivity in the workplace. The outcome of the case will be closely watched as it sets a precedent for how similar situations are handled in the future, and could potentially lead to increased awareness and education on transgender rights and issues.
Transphobia and discrimination against transgender individuals not only impact their mental and emotional well-being but also hinder their ability to work and earn a living. Employers have a responsibility to create a safe and inclusive environment for all employees, regardless of their gender identity or sexual orientation. It is crucial for companies to have policies in place that protect the rights of transgender employees and to provide training and education to all staff on the importance of diversity and inclusion. By addressing these issues head-on, workplaces can become more welcoming and supportive for everyone, regardless of their gender identity.
The case of Syntia serves as a reminder of the ongoing struggles faced by transgender individuals in society, including in the workplace. It highlights the importance of challenging transphobia and discrimination and advocating for greater acceptance and understanding of gender diversity. By standing up against discrimination and supporting transgender rights, we can create a more inclusive and equitable society where everyone can feel safe, respected, and valued. The outcome of this case will be a significant moment in the fight for transgender rights and could lead to positive change in how transgender individuals are treated in the workplace and beyond.
