New York State Unified Court System Workplace Gender Transition Guidelines (2026)

The New York State Unified Court System’s Workplace Gender Transition Guidelines follow the Unified Court System’s Anti-Discrimination Policy & Procedures and Sexual Harassment Policy & Procedures which prevent employees from being discriminated against due to their gender expression. This guidance establishes a plan for supporting employees who are transitioning or affirming their gender at work by emphasizing respect, privacy, inclusion, proper use of names and pronouns, and coordination between the employee, human resources, and management. The guidance provides definitions for common gender identity and transgender-related terms to help employees understand basic concepts and respectful language.

A transitioning individual should begin by informing their Human Resource Administrator (HRA) about their intent to transition. The HRA will help create a Workplace Transition plan tailored to the employee’s needs and specific job. The plan should cover the employee’s intentions, employer’s supportive actions, timeline, appropriate stakeholders, administrative adjustments, etc. The administrator will be the primary point of conduct for the transitioning individual through this process. Human Resources Administrators should be sensitive and supportive when an employee informs them they are transitioning. The HRA should inform the employee the conversation is private and inform them they are covered by all UCS policies. The HRA should ask how they can support the employee, ask if they plan to change their name, and discuss the logistics for this change. Supervisors should be informed and included in the Workplace Transition Plan when appropriate.

A transitioning person is allowed to dress in a manner that is consistent with their identity. However, clothing must still be appropriate for the workplace and may be reviewed the same as any other UCS employee. Transitioning employees may also use a restroom facility that aligns closest with their identity and may request a gender-neutral restroom. If a transitioning person is changing a name and/or pronouns, all personnel and administrative records must be adjusted accordingly. There may be exceptions for situations in which a legal name is necessary for certain records. The coworkers of the transitioning employee may discuss any questions or concerns they have with their HRA; however, the HRA may not discuss any confidential information without the transitioning employee’s consent. Training and educational resources are available to help coworkers understand transgender issues and to reduce misunderstandings. All employees, judges, and court users are expected to follow UCS anti-discrimination and anti-harassment policies throughout an individual’s transition process.

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