Deal with the situation where an employee is undergoing gender reassignment
- Employers must not discriminate against employees on the basis that they are proposing to undergo, are undergoing or have undergone a process of gender reassignment. Employees who take time off for gender reassignment are protected against less favourable treatment in specified circumstances.
- Supporting an employee who is undergoing gender reassignment can minimise the risk of discrimination against him or her and deter the employee from leaving the organisation.
- The employer should develop a plan of support in conjunction with the employee.