How to deal with employees who are undergoing gender reassignment
Author: Hilary Slater
Click on any of the hyperlinks to go to more detailed guidance below.
- Take into account that gender reassignment is a protected characteristic under the Equality Act 2010 and that individuals who have undergone gender reassignment may apply for a gender recognition certificate.
- Be aware that information about gender reassignment will be "sensitive personal data" for the purposes of the Data Protection Act 1998.
- Appoint a contact person to manage the process of transition from the organisation's perspective.
- Ensure that the contact person and the employee agree a written action plan to manage the transition.
- Make sure that time off because of gender reassignment is treated no less favourably than absence because of sickness.
- Discuss with the employee what information should be provided to colleagues and clients about his or her transition and when this should be provided.
- Consider whether or not any issues arise from the organisation's dress code or single-sex facilities.
- Draw up a list of records and systems that must be amended.
- Do not disclose information about an employee's gender reassignment without his or her consent.
- Be aware of the implications of gender reassignment on insurance and pensions.