Manage the situation where an employee is undergoing gender reassignment
Key points
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 transitioning can minimise the risk of discrimination against them and help them to feel valued and respected.
The employer should develop a plan of support in conjunction with the employee.
