A transgender woman goes to work and is misgendered by colleagues, denied a role she is qualified for, or made to feel that her identity is a problem to be managed rather than a right to be respected. For over a decade, Indian constitutional law has said, in principle, that this cannot happen. The question that keeps returning to courts is: what does that principle actually require an employer, a department, or an institution to do? The Supreme Court's recent judgment in the Jane Kaushik matter is significant because it moves the conversation from recognition of identity to concrete obligations in the workplace.