On May 29, 2026, Louisiana Governor Jeff Landry signed Act 579 into law, a measure that supporters describe as protecting free speech but which many LGBTQIA2S advocates fear will instead legitimize workplace discrimination against transgender, nonbinary, and gender-diverse employees.
The law, which takes effect on August 1, 2026, prohibits employers from disciplining employees who refuse to use a coworker’s or customer’s affirmed name or pronouns under certain circumstances. While framed as a protection
against compelled speech, the practical effect may be to weaken workplace standards that foster dignity, respect, and inclusion.
What the Law Does
Act 579 provides several new protections for employees:
- Employers may not require workers to disclose or state their own preferred pronouns as a condition of employment.
- Employees may not be disciplined for referring to others solely by their legal name.
- Workers are protected from discipline if they choose to use pronouns based only on a person’s sex assigned at birth.
- Employees remain free to voluntarily use another person’s affirmed name and pronouns if they choose; the law only prohibits employers from requiring it.
Although earlier versions of the legislation sought to broadly regulate both public and private workplaces, the final version primarily limits the authority of state agencies and public employers to establish mandatory pronoun policies.
Why This Matters
Every employee deserves a workplace where they can perform their job without fear of humiliation or targeted harassment.
Using a person’s correct name and pronouns is not simply a matter of political disagreement—it is one of the most basic ways we acknowledge another person’s humanity. Most workplaces already expect employees to treat coworkers with professionalism and respect. This law risks creating an exception that allows one group of employees to be singled out under the banner of
“protected speech.”
Supporters argue the legislation protects First Amendment rights and prevents government employers from compelling speech that conflicts with an individual’s religious or philosophical beliefs.
However, civil rights protections have long recognized that personal beliefs do not eliminate an employer’s responsibility to maintain a workplace free from discrimination and harassment. Just as employers may require employees to refrain from racial, ethnic, or religious harassment, many organizations view repeated intentional misgendering as conduct that undermines a safe and respectful work environment.
The Broader Context
Across the country, similar legislation has
emerged as part of a broader effort to limit legal recognition and protections for transgender and nonbinary people. Rather than expanding civil liberties equally, these laws often elevate one person’s claimed right to disregard another person’s identity while diminishing existing workplace protections.
For transgender and gender-diverse Louisianans, the impact extends beyond language. Studies consistently show that repeated misgendering contributes to increased stress, anxiety, depression, and social isolation. Inclusive workplaces improve employee well-being, productivity, and retention—not only for LGBTQIA2S workers, but for everyone.
Where We Stand
The Human Rights Alliance believes that freedom of expression and human dignity are
not mutually exclusive.
Respecting someone’s name and pronouns is not an unreasonable burden. It is a basic act of professionalism and courtesy that helps create workplaces where every employee has the opportunity to thrive.
We remain committed to advocating for policies that protect both constitutional rights and the equal dignity of LGBTQIA2S people. No one should have to choose between earning a living and being treated with basic respect.
Laws that weaken protections against discrimination do not strengthen freedom. They simply shift the burden of exclusion onto those who are already among our most vulnerable neighbors.
Every person deserves to be seen. Every person deserves to be respected. Every person deserves to belong.
M. A. D’Arrigo
HRA Board President