Civil service bans men from women’s spaces? Leaked guidance

It also seems true that their special paid gender transition leave is no more, and their absences are to be counted as sick leave.

22. If you are transitioning, you should not feel obliged to share any details; you can simply inform colleagues that you are transitioning. You will need to be aware that some of your colleagues may not believe in transgender or gender identities and, if this is a philosophical belief, it is protected under the EA. All views should be expressed in an appropriate and respectful way.

Access to facilities
60. The Department, as employer, must comply with legal and health & safety requirements for all employees, including the Workplace (Health, Safety and Welfare) Regulations 1992 which require the provision of sufficient separate sanitary conveniences for men and women or sufficient universal sanitary conveniences in separate lockable rooms.

61. Employees are not required to disclose if they have a GRC. Although a GRC changes legal status in certain respects, it does not alter sex for the purposes of accessing shared single-sex facilities. Access to facilities is a matter for the Department to manage in a way that balances the needs and safety of all employees. If you are unsure of the appropriate response, please seek further advice from HR Advice and Support. Access through this link: HR Casework

62. The configuration of facilities available will differ from site to site. If you are unsure what the options are at your site, please seek clarification from your Estates team. If the facilities are within an area that is not owned/managed by the Department or GPA, your Estates team will be able to engage the site owner.

63. Transgender employees should not use facilities for their affirmed gender which are designated as single-sex. The Department is seeking to increase the availability of unisex provision across its estate, but at some sites this may be limited. Where this is the case, interim facilities access arrangements (supported by site specific assessments) will need to be put in place so that there are adequate facilities for transgender employees.

64. Depending on the facilities available in the workplace, the facilities available to transgender employees are most likely to be:

• facilities which are designated as unisex or universal, including a unisex accessible toilet
• facilities of their sex which are designated as single-sex. If they are content to use these, this may be possible in some circumstances. However, you must not require them to use or continue to use these.

65. Your Estates team will be able to consider making changes to local facilities to address their limitations e.g. signage changes to provide clarity where appropriate, review of existing facilities to support universal provision. You can seek advice on this from HR Advice and Support and your departmental Estates team. [Access through this link: HR Casework]. They will assess the workplace impact and work with local facilities management to accommodate any reasonably possible changes.

66. You will also need to consider access to facilities for any transitioning employees joining from another department as facilities provision may differ. This should be covered as part of your regular ongoing discussions with the employee and also applies to workplaces other than the employee's base office.

67. Other employees may have concerns about, or object to, the facilities access arrangements put in place. You will need to explain that you are following the legally correct process set out by the Department, without breaching confidentiality. Any concerns or complaints around facilities and toilet access must be raised in an appropriate manner i.e. by speaking discreetly with you, or another manager, and not confronting or challenging the transgender colleague directly. Concerns can also be raised through the Speak up process. Any formal complaints must be raised using departmental policy.
    You can use the Speak Up Safely contact form to raise a concern as a first step.

• If something doesn't feel right, speak up
• Speak Up: Do Something
• Professional Behaviours Hub
• Grievance and Issue resolution

I’m reading it here but cutting bits out in case it disappears. It’s not an official site, but I’ve been hearing about this document for ages. The date on it is yesterday.

53. Intentional or repeated deadnaming and/or misgendering can also happen for other reasons e.g. a neurodivergent condition or memory issue, which should be established before any action is taken. However, deliberate deadnaming or misgendering to deny, mock or invalidate a person's transgender identity is unacceptable and should be investigated as potential misconduct.

Excerpt from advice to managers when employee announces transition:

• advise them that accommodating their needs will need to be balanced with those of their colleagues and the business

• discuss access to suitable facilities, bearing in mind the nature and extent of the available facilities at the relevant workplace

29. Everybody can use their preferred name and pronouns at work if they wish.
30. Some people choose to include their pronouns as part of their email signature and on Teams. Doing so is not compulsory.