A great summary on today’s proceedings.
From Boswelltoday on X
Day 3 | PM Session | Peggie v NHS Fife & Dr Upton
🧊 “She Had Alternatives”: NHS Fife Weaponised Policy Against a Woman Who Spoke the Truth
By the end of Day 3’s afternoon session, the shape of NHS Fife’s disciplinary logic stood exposed: a woman nurse raised a sex-based concern, a man said he felt uncomfortable—and only one of them was removed from the workplace. That woman was Sandy Peggie. The man was Dr Upton. And the witness who laid bare the institutional machinery behind this decision was her line manager, Louise Curran.
Under cross-examination by Naomi Cunningham KC, Curran confirmed what no policy document had dared say aloud: NHS Fife’s interpretation of “inclusivity” now demanded that gender-critical belief be treated as misconduct.
Curran had not witnessed the disputed incident in the female changing room. She did not recall being told of any raised voice or threat. She relied solely on an account relayed to her by a doctor—that Dr Upton had been left “upset” and “scared” after being told by Peggie she shouldn’t be there. That was enough.
Curran and senior manager Jamie Doyle reviewed workplace policies—not patient safety reports, not grievance procedures. They turned to the bullying and harassment guidance and the NMC code of conduct. Within 24 hours, Peggie was on “special leave.” No formal complaint had been submitted. No version of events had been requested from Peggie herself. No statement had been taken from Upton.
When Cunningham pointed out that this amounted to disciplinary action based on a male colleague’s feelings, Curran responded flatly: “She had alternatives.” Peggie, who had used the main female changing room for decades, could go to the basement. Or the toilets. The male colleague, Upton, had the “right to be there.” The woman was expected to move.
Curran admitted this. She confirmed that Peggie had not refused to work with Upton. That she hadn’t made an official protest. That she had not breached any written protocol. Her only act was to state her belief—a belief grounded in biology and protected in law—that Upton, a male, should not be changing in a space designated for women.
That belief, said Curran, breached the NMC code.
Emails revealed how quickly NHS Fife’s institutional support closed around Upton. Senior clinicians and nursing staff were copied into correspondence affirming his right to use the changing room. Louise Curran was among the recipients. At no stage was Peggie’s side of the story shared with the same reach. She was not defended. She was not asked to clarify. She was simply removed.
Cunningham probed this imbalance: “So the decision to place her on leave was because of her gender-critical belief?” Curran hesitated. Then agreed. Yes, it was her belief—and the way it had made Upton feel.
That was the standard now.
Curran conceded that Upton did not wear a badge or tell colleagues he was trans. Nurses were expected to intuit this—and remain silent. She also acknowledged that staff who had suffered male violence in the past might be especially attuned to the presence of a man. Still, any expression of discomfort would be treated as harassment if the man in question identified otherwise.
This was not about policy. It was about obedience.
Peggie did not conform. She spoke. For that, she was suspended, accused, and quietly isolated while a male colleague—backed by HR, EDI advisers, and senior clinical staff—was shielded from scrutiny. The woman was the problem. Her rights, beliefs, and dignity were optional.
The tribunal continues. But after Louise Curran’s testimony, NHS Fife’s priorities are no longer in doubt: protect the narrative, suppress dissent, and punish women who see what they’re not supposed to say.