CONSTITUTIONAL PROMISE, LEGISLATIVE PAUSE: LGBTQ+ FAMILY RIGHTS AND WORKPLACE PROTECTIONS AFTER NAVTEJ SINGH JOHAR
AUTHOR – MAITRA VARUN CHOTIA, PHD RESEARCH SCHOLAR, CENTRAL SANSKRIT UNIVERSITY, NEW DELHI
BEST CITATION – MAITRA VARUN CHOTIA, CONSTITUTIONAL PROMISE, LEGISLATIVE PAUSE: LGBTQ+ FAMILY RIGHTS AND WORKPLACE PROTECTIONS AFTER NAVTEJ SINGH JOHAR, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 5 (14) OF 2025, PG. 1008-1021, APIS – 3920 – 0001 & ISSN – 2583-2344. DOI – https://doi.org/10.65393/SIVE7615
The 2018 Navtej Singh Johar judgment decriminalizing adult consensual homosexuality in India was a landmark in the LGBTQ + rights movement, but it did not address many substantive matters. The paper will discuss legal and social equality of LGBTQ+ individuals in India following the repeal of Section 377 in terms of constitutional rights, health, family law, and employment. The post-377 landscape is examined based on the mixed doctrinal and socio-legal approach, reviewing the decisions of the Supreme Court and High Courts, legislation, and the latest research (2018-2025). We discover that although the courts have established the essential rights of dignity and equality of LGBTQ+ persons[1], the practice is not fully covered[2]. The LGBT individuals remain victims of stigma and poor access to health and social services in health and social services – a problem that is highlighted by literature indicating high rates of HIV/STIs and mental-health impacts of discrimination[3]. The rights of the family also are limited: the existing legislation in the area of marriage and adoption imposes limitations on the LGBTQ+ families, which is reflected in the inability of same-sex marriage rights to be granted by the Supreme Court in 2023[4] and in the limiting adoption policies. Nevertheless, the recent court developments (e.g. Bombay HC 2025) started to extend the rights of unmarried and same-sex couples to adopt[5]. Discrimination in employment is still a prevalent issue because there are no provisions on that. Interestingly, the corporate world in India has reacted differently – large corporations implemented LGBTQ+ inclusive practices after 377, but most activism has been based on a market business case, instead of a set of rights[6]. The paper concludes that legal equality cannot be complete without legislation (e.g. an anti-discrimination law) and policy changes to enforce the rights in practice even though progressive jurisprudence[7]. We propose solutions such as legislative changes (of marriage, adoption, and surrogate laws), non-discrimination policies at work, and special health and educational initiatives in order to deliver on the equality promise the courts made.
Keywords LGBTQ rights; Section 377; India; constitutional law; family law; health equity; employment discrimination; LGBTQIA+
[1] Supreme Court Observer, Judgment of the Court in Plain English (Sept. 6, 2018), https://www.scobserver.in/reports/navtej-singh-johar-section-377-judgment-of-the-court-in-plain-english/.
[2] Supra note 1.
[3] Venkatesan Chakrapani et al., A Scoping Review of Lesbian, Gay, Bisexual, Transgender, Queer, and Intersex (LGBTQI+) People’s Health in India, PLOS Glob. Public Health 3(4): e0001362 (Apr. 20, 2023), https://doi.org/10.1371/journal.pgph.0001362.
[4] Supreme Court Observer, Plea for Marriage Equality (Oct. 17, 2023), https://www.scobserver.in/cases/plea-for-marriage-equality/.
[5] Law Gratis, Bombay HC Recognizes Unmarried Couple’s Right to Joint Adoption (May 20, 2025), http://lawgratis.com/blog-detail/bombay-hc-recognizes-unmarried-couples-right-to-joint-adoption.
[6] Lars Aaberg, Corporate India after Section 377: Haphazardness and Strategy in LGBTQ Diversity and Inclusion Advocacy (published online Nov. 22, 2022) (author manuscript), https://www.researchgate.net/publication/365638206_Corporate_India_after_Section_377_haphazardness_and_strategy_in_LGBTQ_diversity_and_inclusion_advocacy.
[7] Supra note 6.