Transition Planning and Assistance for TGNC Employees
This topic provides resources and guidance on transition planning for transgender and gender nonconforming (TGNC) New York State employees.
Click the links with 
to jump directly to that section on this page.
Employee Assistance Program
The New York State Employee Assistance Program (EAP) is a worksite-based program designed to help State employees with the everyday issues involved in balancing work and life as well as more serious problems that may impact work performance. EAP services are confidential, voluntary, and offered at no cost to employees and their families.
Confidentiality is the cornerstone of EAP. No information may be shared without an employee's permission. The only exceptions to confidentiality are when information is required by law or executive order, when persons are likely to harm themselves or others, or when there is reasonable suspicion of child abuse.
- Employee Assistance Program: 1-800-822-0244
- Employee Assistance Program Brochure
Guidance for Transitions and Transition Planning for TGNC Individuals
This topic provides support and guidance for employees who are undergoing a transition, planning to transition, or planning a legal name change.
If you decide to transition or use a new name, gender pronoun, and/or affirm a new gender identity, you have a right to do so and receive support from your employer. You have a right to express your gender or gender identity through your clothing style, grooming habits, and name and pronoun choice. While you have a right to keep information regarding your transition confidential, you are encouraged to provide information, including education, to co-workers and key personnel to the extent you feel comfortable.
Additionally, once you are comfortable disclosing information about your gender identity, expression, use of a new name or pronoun, or transition, you are encouraged to inform key personnel so they are better able to support you. Your first point of contact may be your supervisor, a Human Resources professional, or another manager. You may also consider talking to a supportive co-worker who can work with you to develop a workplace transition plan.
Although this plan may change over time according to your needs, you should start to develop a transition plan with your support team that includes:
- Identifying stakeholders (supervisors, co-workers, constituents, etc.) who you may need to engage during this process.
- A communication and timing plan that includes:
- When to inform the individuals mentioned above: Would you prefer to tell all parties at one time or one at a time?
- Who will inform them: Do you want a division or agency-wide e-mail or would you prefer to share this information on your own? Your supervisor and Human Resources personnel should provide any requested help.
- The date you want to begin using a new name or presenting yourself in a manner consistent with your gender identity.
- The employment identification and workplace records that you would like changed.
- Anticipated time off, leave, and/or reasonable accommodations related to gender identity, expression, transitioning, and/or transgender status.
- Whether any specific issues need to be addressed sooner rather than later and are priorities for you.
- Whether you or someone from your support team will be your main point of contact.
Having a plan in place can provide a more seamless transition in which you feel empowered and comfortable in the workplace. Supervisors and Human Resources personnel should work with you to create a plan that works for you and the agency.