Supreme Court Ends Extra Burden for Majority-Group Discrimination Claims 

On June 5, 2025, the U.S. Supreme Court unanimously struck down the “background circumstances” rule in Ames v. Ohio Department of Youth Services, reshaping how employment discrimination claims are evaluated under Title VII of the Civil Rights Act. The now-invalidated rule had required plaintiffs from majority groups—typically white or male employees—to provide extra evidence showing their employer might discriminate against the majority.  This particular case involved Marlean Ames, a straight woman who alleged sex and sexual orientation discrimination when a gay male colleague was promoted over her. Justice Ketanji Brown Jackson, writing for the Court, emphasized that this added burden conflicted with Title VII’s plain language, which guarantees equal protection for all individuals, regardless of majority or minority status. The Court ruled that all discrimination claims under Title VII must follow the same legal framework, without extra evidentiary demands based on group identity. 

This decision resolves a long-standing circuit split and ensures uniform treatment of employment discrimination claims nationwide.  Moving forward, the case serves as a reminder that employers must focus on equal employment for all individuals, regardless of any perceived status as a member of the “majority”.  If you have any questions about the potential impact of the Court’s decision, including how to develop nondiscrimination policies, the attorneys at MacElree Harvey can provide the guidance you may need. 

Jeff Burke is an attorney at MacElree Harvey, Ltd., working in the firm’s Employment and Litigation practice groups. Jeff counsels businesses and individuals on employment practices and policies, executive compensation, employee hiring and separation issues, non-competition and other restrictive covenants, wage and hour disputes, and other employment-related matters. Jeff represents businesses and individuals in employment litigation such as employment contract disputes, workforce classification audits, and discrimination claims based upon age, sex, race, religion, disability, sexual harassment, and hostile work environment. Jeff also practices in commercial litigation as well as counsels businesses on commercial contract matters.