The Transgender Persons (Protection of Rights) Bill was passed by the Lok Sabha in December 2018. The bill seeks to define transgender persons and prohibit discrimination against them. It imposes obligations on employers, including prohibiting discrimination against transgender persons in employment, promotion, and benefits. Employers must also provide prescribed facilities to transgender employees. Additionally, every establishment must designate a complaint officer to handle complaints relating to violations of the bill's provisions. Once passed, employers will need to update HR and employment policies to comply with the bill's non-discrimination requirements.

1. EMPLOYMENT LAW CAPSULE
The Transgender Persons (Protection of Rights) Bill à Around the Corner!!
What HR & Employers need to be aware of…
The Transgender Persons (Protection of Rights) Bill, 2016, which seeks to define transgenders and prohibit discrimination
against them was passed by Lok Sabha with 27 amendments on 17th December, 2018. The Bill, which is yet to be passed
by the Rajya Sabha, was introduced in the Lok Sabha in August 2016. Amongst other obligations imposed upon
employers under the said Bill, clause 10 of the Bill imposes obligation on establishments with respect to non-
discrimination of transgenders in relation to employment, promotion, and other job benefits. Further, clause 11 of the Bill
requires every establishment to comply with the provisions of the proposed Act and provide such facilities to transgender
persons as may be prescribed.
In addition to the aforesaid, the Bill requires every establishment to
designate a person to act as a ‘complaint officer’ to deal with the
complaints relating to violation of the provisions of the proposed
enactment. Upon enforcement of the Bill, employers in India may need
to tweak their HR / employment policies to align the same with the
provisions of the Bill.