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.

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