Gender Reassignment Discrimination

Under section 7(1) of the Equality Act 2010, a person has the protected characteristic of gender reassignment if the person is:

‘proposing to undergo, is undergoing or has undergone a process (or part of a process) for the purpose of reassigning the person's sex by changing physiological or other attributes of sex’.

Making the decision to go ahead with gender reassignment can be difficult for an employee. Dealing with their employer and with colleagues can prove another challenge.

For employers it is important to recognise and deal with issues which may lead to potential acts of discrimination carried out by line managers or other members of staff, seemingly on behalf of the business. Early legal advice should be sought to ensure that employees are treated fairly through what could be a difficult time.

For the individual it is reassuring to have professional advice from the outset to help you on your journey and to step in to assist should you feel that you are experiencing discrimination because of the decision you have made.

We can assist with presenting your requests to your employer, asserting your rights on your behalf or raising appropriate grievances if requests are ignored or the transition at work does not go smoothly.   If matters cannot be resolved to your satisfaction and there are discriminatory issues, we can issue a claim on your behalf and represent you at tribunal.