Walmart recently made headlines by modifying its nondiscrimination policy to prohibit discrimination based on gender identity and gender expression. In doing so, it joined the ranks of AT&T, Ford, Pfizer, Wells Fargo, and many other corporations with similar policies. 2 This move by the world's largest retailer signals the changes currently percolating not only in corporate employment policies, but also in local, state, and federal law. From Houston to Detroit and Tampa to Portland, municipalities across the country have been adopting laws prohibiting discrimination on the basis of gender identity. At the end of the twentieth century, only one state included gender identity in its provisions governing employment discrimination. Today, 15 states statutorily forbid this type of discrimination, with three of those states adopting their laws in 2011. Laws banning discrimination based on gender identity and gender expression will only continue to proliferate. Employers, therefore, should become familiar with the laws for every jurisdiction in which they employ people. They should strive to ensure compliance with those laws and to promote discrimination-free workplaces. This update provides an overview of the relevant concepts, surveys the variations in the state laws, explores current federal activity, and presents suggestions for employers in trying to conform to these legal requirements.