On August 22 the DOL’s Office of Disability Employment Policy issued resources and strategies specific to accommodating individuals with gender dysphoria in the workplace.  Gender dysphoria is generally described as when a person’s gender identity differs from their assigned sex at birth.  Recognizing that this condition may present challenges both for the individual as well as their employer and may also be protected as a disability under the Americans with Disabilities Act, the ADA may require reasonable accommodations for applicants and employees with the condition. Information made available through its Job Accommodation Network (JAN) includes the following suggestions to consider as accommodations for individuals with gender dysphoria: Job Restructuring; Schedule Flexibility; Modified Breaks; Rest Area/Private Space; Leave; Support Animal; Support Person; Telework; Employee Assistance Program (EAP). These suggestions are of course similar to accommodations the EEOC might consider as reasonable accommodations required by the ADA, however, the details vary considerably based on the specific challenges presented by gender dysphoria. 

For more details, go to  https://askjan.org/articles/Gender-Dysphoria-and-the-ADA.cfm