Is the policy being changed now? I thought it changed in 2010, with the Equality Act.
The Liberal Democrats have pledged to reform the Gender Recognition Act in their election manifesto, so it no longer includes a requirement for medical reports to be submitted to get a GRC. This makes it easier to obtain a GRC, which is the legal recognition of your gender. There seems to be ambiguity around the interaction between a GRC and the Equality Act exemptions for excluding trans people from single-sex services. The onus seems to be on someone manning reception at a business to know the complex issues involved and make a decision on a case by case basis - they run the risk of either causing the business to end up in court for discrimination and the prohibitive legal fees that entails or allowing a woman to be attacked by a male criminal pretending to self-identify as a woman . That seems a ridiculous state of affairs to me. The lawyers cannot agree on the outcome of changing the law regarding GRCs.
https://www.theguardian.com/society/2018/oct/19/gender-recognition-act-reforms-six-legal-views-transgender-debateYou are allowed to provide single-sex services (services just for men or just for women) where this is objectively justified and:
- the services may be used by more than one person at the same time and a woman
might reasonably object to the presence of a man (or vice versa), or
the services may involve physical contact between a user and someone else and that
other person may reasonably object if the user is of the opposite sex.
Generally, a business which is providing separate services or single-sex services should
treat a transsexual person according to the sex in which the transsexual person presents
(as opposed to the sex recorded at birth), as it is unlawful to discriminate against someone
because of gender reassignment. Although a business can exclude a transsexual person
or provide them with a different service, this is only if it can objectively justify doing so.
A business may have a policy about providing its service to transsexual users, but this
policy must still be applied on a case-by-case basis. It is necessary to balance the needs
of the transsexual person for the service, and the disadvantage to them if they are refused
access to it, against the needs of other users, and any disadvantage to them, if the
transsexual person is allowed access. To do this may require discussion with service
users (maintaining confidentiality for the transsexual service user). Care should be taken in
each case to avoid a decision based on ignorance or prejudice.
Where a transsexual person is visually and for all practical purposes indistinguishable from
someone of their preferred gender, they should normally be treated according to their
acquired gender unless there are strong reasons not to do so.
Transsexual people should not be routinely asked to produce their Gender Recognition
Certificate (if they have one) as evidence of their legal sex. If a business requires proof of
a person’s legal sex, then their birth certificate should be sufficient confirmation.
https://www.equalityhumanrights.com/sites/default/files/what-equality-law-means-for-your-business-2018.pdf