In the 22+ states whose laws prohibit workplace harassment because of sexual orientation and gender identity, courts and practitioners must sort out how to apply ‘traditional’ harassment law to more novel, nuanced issues specific to the LGBTQ+ community. These issues included perceived LGBTQ+ status, outing, misgendering, stereotyping, and denial of gender-inclusive facilities access. The panel’s experience will be valuable to lawyers, whether in federal court (should Title VII continue to protect LGBTQ+ workers) or in those states with protective laws.