The Equality and Human Rights Commission has extended its planned consultation on an updated code of practice for services, public functions and associations - following the Supreme Court's biological sex judgment - from two to six weeks.
As a result of the Supreme Court's For Women Scotland decision, updated to set out an approach for employers to adopt for providing toilets and facilities.
As a result of the Supreme Court's For Women Scotland decision, updated to: strengthen the message that gender reassignment remains a protected characteristic (particularly in the Our commitment and Awareness training sections of the policy); set out an approach for employers to adopt in the Toilets and facilities section of the policy; and refine the definition of "sex" in the policy's glossary (as well as add definitions of "gender-affirmative belief" and "gender-critical belief").
An interim update by the equality watchdog on the practical implications of the Supreme Court's ruling on the definition of sex in the Equality Act has been described as 'ill-considered and impractical', with some MPs calling for it to be withdrawn.
Headlines were made - and both celebrations and protests were staged - when the Supreme Court ruled that the legal definition of a woman under the Equality Act 2010 is based on biological sex. Darren Newman explains the legal background and explores some of the practical implications for organisations.