Quote:
Originally Posted by Pierre
Toilets, changing rooms, shelters, hospital wards, specific female swimming sessions………hell I’ll even throw in female sports.
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So, it would appear that the Equalities Act of 2010 actually gives rights in areas such as work toilets ? I’m assuming (possibly incorrectly) that these rights may expand outside the workplace ?
https://cgprofessional.co.uk/transgender-employees/
Is this still good law?
Whilst there doesn’t appear to be any conclusive case law to dispute Croft, there is large speculation as to whether this does indeed remain good law.
This is because in accordance with the Equality Act 2010 there is no requirement for medical intervention to take place for an individual to be deemed transsexual.
Moreover, in accordance with the GEO guidance, it dictates that individuals should be free to select the appropriate facilities for the gender in which they identify and that where the individual starts to live in their required role on a full-time basis, they should have the rights to use the facilities of that gender. Understandably employers may encounter difficulties in respect of other employees in how they perceive the individual’s use of these facilities, however, the Guide clearly stipulates that any objection or inappropriate comments made by work colleagues, as a result of the individual using these facilities, should be treated as unreasonable and potentially discriminatory. Employers should, therefore, ensure that their staff are educated in terms of equality and diversity in the workplace and that this information is disseminated to the wider workforce.