Would employers lose their ability to enforce dress codes or otherwise deal with disruptive behavior?
No. Employers would retain the right to enforce dress codes and require appropriate dress by employees, with the employee being required to dress according to the guidelines appropriate to the employee’s gender identity. Likewise, the law would not prevent businesses from firing transgender people who are not able to meet the requirements of their job. Would the law require that all public bathrooms be unisex? No. Since gender identity and expression non-discrimination laws have been interpreted as requiring only reasonable accommodation for gender variant employees, employers have already successfully dealt with the issue of restroom usage on an individual basis. There has never been a reported problem regarding the security of women’s restrooms in those jurisdictions in which similar laws have been adopted. Would the law force owners of small and family-owned businesses to hire transgender people? No. Nothing in the law would alter the exemption that already exists in the human right
