TRANS WORKPLACE RIGHTS IN ASIA 2026: THE PATH AHEAD
Our fierce and loving look at the undeniable strength of Asia’s transgender workforce - and what’s next.
The path to workplace equality for transgender professionals in Asia has never been simple or straightforward. Sometimes, it’s a total struggle. But here's what we believe with the fullest hope: it will move forward.
2026 is a crossroads moment for trans professionals across Asia. Victories are met with roadblocks. For every workplace win there seems to be a societal setback.
You face this reality every day. Please know: you are seen, you are not alone, and we support you.
At Authentic Leaders, we believe the future of trans workplace rights in Asia won't be written by corporations and governments. It will be written by transgender professionals who refuse to accept less than everyone else - who reclaim and own the right to thrive, lead, and transform the organisations and workplaces blessed enough to employ them.
Let’s look at where trans workplace rights currently stand across nine Asian countries. Then, we’ll show you how to recognise your unique worth, stand boldly for systemic change, and recognise the allies all around you.
Where Trans Rights Stand in Asia Today
A rise in global conservative political rhetoric has made the pursuit of trans rights in the workplace difficult. While conservatism is most visible in places like the US, UK and Japan, its effects are felt throughout Asian workplaces.
Our research shows that over 33% of Asian trans professionals faced bullying or discrimination in the workplace last year- and this only counts those brave enough to tell their stories.
But here’s the beautiful truth: every one of those transgender professionals showed up to work anyway. They decided their talent, gifts, and leadership were too valuable to hide.
That's not defeat. That's victory.
Let’s look at the current state of transgender workplace rights in 9 prominent Asian countries.
Cambodia
In Cambodia, “soft acceptance” dominates the culture around transgender identity. There isn’t much state-led harassment or negative political talk, but there is still a lack of formal inclusion policy that leaves many trans workers on the economic margins.
The Victories
Cambodia’s “Corporate Action Lab” launched in 2025 to advance inclusive business leadership. Phnom Penh’s executives lead this charge, many pledging zero tolerance for harassment and a commitment to equitable hiring practices. These advances including many public sign-ons to the UN Women’s Empowerment Principles.
The Struggles
It still remains to see whether the private sector’s shift to active inclusion will prominently include transgender employees. This is due to a lack of structural rights and inclusion for Cambodia’s trans population.
There is no law in Cambodia that allows for a legal change of gender. Because educational and identity documents cannot be updated, many trans people are "filtered out" of high-level corporate roles before they even get an interview. This pushes a huge portion of the community into informal work, where they lack social security and long-term job stability.
China
China’s current approach to transgender workplace rights is perhaps the most complex in Asia. There’s notable medical progress, but extensive systemic blockage of its transgender workforce still remains.
The Victories
Children’s Hospital of Fudan University in Shanghai was the site of a milestone in 2021. It opened China’s first transgender youth clinic. Since then, seven medical centers in China committed to provide treatment to trans youth.
A landmark Beijing court case from 2020 found that a transgender woman who was fired during her transition was covered by anti-discrimination protections. This is perhaps the most notable progressive step forward for private sector workplace rights.
The Struggles
The advances started at Fudan University and in Beijing’s courts have not translated into greater workplace inclusion. As of 2025, unemployment rates for transgender Chinese were almost three times the national average. Roughly 50% of trans Chinese workers are not fully out at work, and many face discrimination.
Legal recognition of gender is still incredibly invasive in China. Gender-affirming surgery is mandatory. You must also provide notarized family consent and a formal diagnosis, be at least 18 years old, and be unmarried.
Japan
Currently, Japan’s fight for trans workplace rights is high drama. From the courtroom to the boardroom, there’s much to report.
The Victories
In 2023, Japan’s Supreme Court ruled in favor of a trans employee who was banned from the women’s bathroom at work. Their decision cited public service law- the employee was allowed to use the restroom aligned with her gender identity. This case took 8 years to decide.
Invasive gender identity measures have also lessened. Legal gender change requiring genital surgery was found unconstitutional in January 2025 by the Sapporo Family Court.
The Struggles
A major conservative rise shifted political power in recent years. This shift included the Sanseito party, who openly refers to trans rights as “gender ideology”. This rhetoric has had significant effects on public sentiment. Ipsos reports that support for LGBTQ+ legal protections dropped to 37% in 2025- down 15% from 2021.
In the face of these struggles is true Japanese bravery. Over 12,000 people have legally changed their gender in Japan. That is 12,000 acts of courage and 12,000 refusals to hide.
Laos
The quest for trans inclusion in Laos is quiet, slow and rooted in labor development- not necessarily trans-specific progress. This reflects the often methodical nature of the culture.
The Victories
The Ministry of Labor announced plans to roll out a new workplace training manual and toolkit aimed at preventing gender-based discrimination in early 2026. This was a massive step in Lao workplace culture, more aligned with national practice.
The Struggles
Public activism is invisible in Laos. A tightly controlled political climate means speaking out is effectively illegal and often dangerous, and is often labeled as “social disorder” punishable by up to five years in prison.
The result: if your boss is inclusive, you’re safe. If your boss isn’t, there’s little a trans employee can do. For transgender Laotians, rights are still undefined.
Philippines
“Bayanhari” is the spirit of community unity in the Philippines. This unity is strong at the local level- trans inclusion is strong in pockets. But from a national perspective, it’s marked by decades of political and legal delays.
The Victories
The cities are where transgender rights progress is happening. There are active Anti-Discrimination Ordinances in over 30 provinces and cities.
A promising order (DO 251-25) came from the Department of LAbor in 2025. It defines discrimination clearly, and gives the workforce a defined process to report unfair treatment- with actual legal consequences for non-compliant employers.
The Struggles
While the cities and provinces triumph, the national government lags years behind. The SOGIE Equality Bill has become a bit of a punchline- it’s been stuck in political debates for over two decades.
This makes life confusing for many transgender employees, especially those who move or change jobs. The same trans person who is legally protected in Quezon City may not be safe working in a neighboring town without ordinances in place. This makes long-term planning and potential for career progression difficult for transgender Filipinos.
Singapore
Singapore has some of the most globalized companies in the world. Yet, their government persists in its refusal of true transgender support and inclusion.
The Victories
A notable “pink economy” is bustling within areas of Singapore where multinational corporations exist and operate. Employee resource groups (ERGs) are influential and thriving, notably LinkedIn’s Out@In.
Meanwhile, the national government has turned to “tolerance” as a baseline talking point, furthering the discussion of diversity in media. No, tolerance isn’t inclusion or acceptance, but it’s not “rejection” either.
The Struggles
In November 2024, Singapore introduced its first workplace fairness law. It protects employees against discrimination based on age, nationality, sex, marital status, pregnancy, caregiving, race, religion, language, disability, and mental health. But sexual orientation and gender identity are glaring omissions from that list. The law excludes these from its definition of sex.
The impact of this decision is painful:
A 2024 Pink Dot study found that nearly 70% of LGBTQ+ people have experienced discrimination during hiring or at work.
Over half (51%) of LGBTQ+ participants experienced workplace discrimination or harassment in their lifetime (NUS, 2024).
Many trans people have given up on seeking formal work in Singapore. Instead, they have turned to informal jobs or start-up businesses from home to avoid discrimination. This is unacceptable. You deserve better.
South Korea
South Korea is at a cultural crossroads. Its global cultural influence is white hot due to the contributions of the younger generation- its music, media, art, and business enterprises. But entrenched national ID laws make life difficult for the trans community.
The Victories
2024 was a massive year for trans visibility in South Korea. Early that year, the Ministry of National Defense officially recognized the death of Staff Sergeant Byun Hui-su—the country’s first transgender soldier who was forcibly discharged—as being "in the line of duty.". This rejected the once-held idea that being trans is a "physical or mental handicap."
July 2024 saw a huge victory for LGBTQ+ equality. The country’s Supreme Court ruled that same-sex partners are entitled to dependent coverage under the National Health Insurance. This was the first time a South Korean top court recognised the rights of same-sex couples from a social welfare perspective.
The Struggles
In the face of these milestones, the National ID remains. The seventh digit of the ID card indicates sex assigned at birth- this cannot be currently change. It’s “forced outing” for trans job applicants, making interviews a source of anxiety, scrutiny and discomfort.
While the younger generation embraces progressive ideals, recent political appointments have gone to anti-LGBTQ+ candidates. This creates a sharp cultural divide. 60% of the South Korean public supports an anti-discrimination law. But the Parliament has blocked this bill for years.
Thailand
Thailand is seen as one of the most visible and trans-friendly nations in Asia. It is often considered a safe space for gender-affirming care. However, within this progress lies a complex set of barriers for trans employees.
The Progress
In January 2025, Thailand became the first country in Southeast Asia to legalize same-sex marriage. The bill guarantees the right to adopt and secures inheritance rights for couples. This builds on Thailand's 2015 Gender Equality Act, which was the first national law in the region to offer protection from discrimination based on gender expression.
The Barriers
Despite this progress, no legal process exists to allow people to change their official gender marker on documents. This creates daily indignities and systemic barriers to employment and healthcare.
Thai transgender professionals face regular discrimination in employment, especially those with visible gender expressions. The absence of legal gender recognition means professionals must either remain closeted or face potential discrimination when they show official paperwork to employers or insurance companies.
Vietnam
Vietnam is often a surprise to outsiders. It is a place where the government has declared that being queer is "not a disease," yet the legal paperwork to prove who you are is still out of reach.
The Victories
Vietnam is currently following a "three-step roadmap" for equality. The government has integrated gender inclusion into its national development goals for 2026. The 2019 Labor Code already contains advanced protections, and the public conversation is moving fast—media representation of trans people is at an all-time high, and the Ministry of Health has been a vocal ally in banning conversion therapy.
The Struggles
The big missing piece is the pending Gender Affirmation Law. A draft law was released in 2024 with the hope of taking effect in 2026, but it has faced delays. Without this law, trans people are in a state of flux that effectively makes them invisible.
They can’t update their IDs or diplomas to match their gender, which blocks them from professional jobs, banking, and travel. For a trans person in Vietnam, you can be who you are in social settings, but you are still someone else on your paycheck.
Three Critical Truths for Trans Professionals in 2025
We understand how sad some of these statistics are for trans people in Asia. We know the barriers feel impossible to move. And yet, within these challenges are pathways to power where trans people can go beyond feeling safe- and start feeling empowered.
1. Safety Is Only the Starting Line
We honour the trauma. We respect the fear. We acknowledge that showing up to work as your authentic self in environments that may not accept you requires extraordinary courage.
And we also- lovingly, fiercely- assert that psychological safety is not your ultimate goal. It's merely your beginning.
Too often, diversity and inclusion initiatives frame "safety" as the pinnacle of achievement for transgender employees. This fundamentally misunderstands what you deserve.
You don't deserve to simply feel safe at work. You deserve to lead.
You don't deserve tolerance. You deserve celebration.
You don't deserve the bare minimum of non-discrimination. You deserve systemic support to unleash your full potential.
When organisations frame transgender inclusion as "making things safe," they're asking you to be grateful for the starting line whilst your colleagues run ahead. This is unacceptable.
Demand more. You've earned it.
2. Make Your Contributions Undeniable
Here's an uncomfortable truth: legislative protection matters, but it’s not reliable. We saw corporate DEI politics and court rulings change with new political regimes in 2025.
Here’s a simple fact: no one can take away your contributions.
The pathway to thriving- not just surviving- as a transgender professional in Asia requires four bold steps:
Identify your unique contributions to your workplace.
Recognise how these deeds are essential to your organisation
Demonstrate your contributions by bravely stepping forward.
Trust the allies around you to champion your growth
When you become indispensable because of your skills, your insights, and your leadership, you transcend labels.
You're no longer "the trans employee that was hired for diversity metrics." You're the brilliant strategist who transformed the supply chain. The innovative designer whose work won industry awards. The compassionate manager whose team has the highest retention rates in the company.
This isn't about abandoning your identity or hiding who you are. It's about owning the intersection of your trans identity and your professional brilliance so completely that organisations can't imagine succeeding without you.
3. Strive for Authentic Representation
There's a difference between being hired because you're transgender, and being truly celebrated as a transgender professional who brings irreplaceable gifts to the workplace.
It’s easy for performative DEI to treat people like tokens, saying "We need a trans person to check the diversity box."
Authentic inclusion says this: "We want you- your specific talents, your unique perspective, and the valuable insights that come from your lived experience as a trans person."
At Authentic Leaders, we define owning your authentic identity as "realising the wholeness and intersectionality of your identities, and owning who you truly are as a unique LGBTQ+ person and leader."
You are not just transgender. You are transgender and:
And experienced in project management
And brilliant at data analysis
And skilled at stakeholder relations and passionate about sustainability
And committed to innovation.
This wholly unique combination of gifts, experiences, and perspectives exists nowhere else in the world- only within you. When you bring your full, intersected self to work, you unlock possibilities that no one else can access.
A Call to Action: What Trans Professionals Must Do
The future of transgender workplace rights in Asia will not be handed to you. It must be claimed.
Stand Up
Stop waiting for permission to be brilliant. Stop apologising for taking up space. Stop making yourself smaller to make others comfortable.
Your talent is not conditional on other people's acceptance. Your leadership is not dependent on legislative protection.
Step forward. Speak up. Demand the promotions you've earned. Apply for the roles that intimidate you. Challenge the policies that marginalise you.
Self-Advocate
You cannot outsource your career advancement to DEI initiatives that may disappear with the next policy shift. You must advocate for yourself.
This means:
Documenting your achievements relentlessly
Building strategic relationships with decision-makers
Seeking mentors and sponsors who will champion you
Asking for what you want clearly and confidently
Refusing to accept "no" without exploring every alternative
We understand these calls to action are tremendously difficult in political landscapes like those in Laos. It is up to allies outside these communities and climates to stand up for our trans family there.
LGBTQ+ Allies Must Support Our Trans Family
To those in the LGBTQ+ community: our trans family cannot do this alone.
We must be allies both inside and outside of their organisations. We must be colleagues, leaders and community activists who actively support trans inclusion.
This call to action transcends social media posts and messaging. We must invest in the workplace inclusion and progression of the trans community.
Show up. March. Sign petitions. Speak to local business leaders and government officials. Find specific ways to support the transgender workforce- then show up and do it.
Workplaces with LGBTQ+-inclusive policies see positive impacts, with protective policies correlating to less workplace discrimination and higher job satisfaction.
When trans people see your courage, it gives them permission to be courageous too. Your bravery inspires action.
A Call to Organisations: Moving Beyond Performative DEI
To the progressive organisations reading this: we know you want to do better. We believe in your good intentions.
But intentions aren't enough.
Trans-inclusive workplace development isn't an HR checkbox. It's a strategic imperative.
Here's why investing in transgender talent isn't just ethically right- it's financially smart:
Organisations with stronger LGBTQ+ inclusive policies deliver increasingly strong financial results the longer these policies remain in place
Companies with greater diversity achieve 19% higher innovation-based revenues
LGBTQ+-inclusive workplaces see improved productivity, enhanced corporate image, and greater employee loyalty
But more importantly: you're losing brilliant talent every day that you fail to create genuinely inclusive environments.
True inclusion requires more than diversity statements and rainbow flags in June. It requires:
Comprehensive anti-discrimination policies that explicitly protect gender identity and expression
Leadership development programmes specifically designed for LGBTQ+ professionals, like Authentic Leaders.
Accountability mechanisms that ensure policies translate to lived reality
Systemic change that addresses root causes of discrimination, not just symptoms
Investment in external expertise to guide your inclusion journey
Performative DEI crumbles under political pressure. Authentic inclusion that recognises transgender professionals as essential will not be shaken.
We've Got Your Back
If you're a transgender professional reading this, exhausted by the fight, uncertain whether standing up is worth the risk- we see you.
We know how heavy the burden feels. We know the weight of being "the only one" in the room. We know the exhaustion of constantly educating others about your existence. We know the fear of losing everything you've worked for.
And we also know your strength.
You are standing here, reading these words, because you refused to give up. You chose courage over comfort. You decided your career, your leadership, and your impact on the world mattered more than other people's ignorance.
That's not just brave. That's transformative. You are an inspiration.
At Authentic Leaders, we don't just support transgender professionals - we champion them. We create spaces where you can explore the intersection of your trans identity and your leadership without fear. We provide tools to overcome internalised limitations. We build communities where you're not the only one.
We help you move beyond survival and into thriving, and champion your version of queer joy within and beyond work.
The Future We're Creating Together
Asia's transgender workforce stands at a crossroads.
Legislative progress in some countries offers hope. Court victories affirm rights. Medical infrastructure expands. Corporate awareness grows.
But discrimination persists. Protections remain inconsistent. Barriers to employment, healthcare, and basic dignity continue.
But we know something important: history won’t be written by those obstacles. It will be written by the trans people who break them down.
The future will be determined by you. You have the power to demand systemic change. The power to step into leadership roles and transform businesses from the inside. The power to inspire future trans people to dream even bigger.
At Authentic Leaders, we believe in a world where transgender professionals don't just survive the workplace- they reshape it entirely.
A world where your unique gifts are recognised as organisational assets. Where your leadership transforms teams. Where your courage inspires systemic change.
This world is closer than we think, if our community stands up for it.
If you're ready to unleash your full potential- or support the brilliant trans professionals in your organisation to do the same- we're here for you.
