As I can't upload the image from Susan's twitter thread of NHS Glasgow and Clyde's advice, here's some of one of the 'case studies' referenced in the guidance:
A nurse is summoned to a patient's bed in a female ward. The patient appears to be agitated. When asked what's concerning her, the patient explains she didn't expect to be sharing a ward with a man and points to the bed opposite. She states it's inappropriate to have 'him' in the ward with the other women. She tells the nurse she can't relax and wants 'him' removed from the ward..... the nurse listens and tells the woman she'll see what she can do. She says she understands that having a transgender person on the ward will be upsetting to other women and leaves to talk with a senior colleague about the matter.
The response to the patient's concern isn't appropriate and breaches legislative protection afforded to transgender people. Someone's trans status can not be disclosed to a a third party without the expressed permission of the trans person and the assumption that others in the ward will feel uncomfortable is unfounded. In this instance there is no need to disclose or seek permission to disclose gender identity. The nurse should work to allay the patient's concerns - it would be appropriate to re-iterate that the ward is is indeed female and that there are no men present. Her duty of care extends to protect people from harrassment and should the woman continue to make demands about the removal of the transgender patient and be vocal in the ward about it would be appropriate to remind her of this. Ultimately it may be the complainant who is required to be removed.
Gaslight the concerned woman, criticise the nurse, and then remove the female patient if she continues with her concerns. As someone pointed out, interesting that the 'nurse' is stereotypically a 'she'!