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Indicator - FL Memo Ltd
Tel: (01233) 653500. Fax: (01233) 647100
customer.services@indicator-flm.co.uk
www.indicator-flm.co.uk
Calgarth House
39-41 Bank Street
Ashford, Kent TN23 1DQ
VAT GB 726 598 394
Registered in England
Company Registration No. 3599719
Transgender staff are protected under the Equality Act 2010. Put in place our transgender equality policy to sit alongside your equality, diversity and inclusion and dignity at work policies.
The law
Trans people are protected against discrimination under the Equality Act 2010 as “gender reassignment” is one of the nine protected characteristics. A person has the protected characteristic of gender reassignment if they’re proposing to undergo, are undergoing or have undergone a process (or part of a process) for the purpose of reassigning their sex by changing physiological or other attributes of sex. It’s not necessary for the person to be under medical supervision or having surgery to come within the definition. The Gender Recognition Act 2004 allows transgender people to gain legal recognition in their acquired gender by a process of registration. Once issued with a gender recognition certificate (GRC), the individual is legally considered to be of their acquired gender. However, they don’t have to obtain a GRC if they don’t wish to do so. Case law has also held that “gender reassignment” in the Equality Act 2010 extends to those who identify as non-binary or gender fluid, as gender identity is a spectrum.
Policy contents
Our policy is intended to set out how your business supports transgender (including non-binary) and intersex job applicants and employees and prevents discrimination against them in the workplace. It includes: