This is on their 'news' page:
'How does the EHRC’s new guidance on single-sex spaces affect your guidance for Diversity Champions?
On 11 April 2022, the EHRC published non-statutory guidance for organisations about single-sex services.
Far from clarifying how the single-sex exemptions in the Equality Act should be used, this non-statutory guidance is likely to create more confusion for schools, workplaces and service providers.
However, it’s important to note that as this is non-statutory guidance, it doesn’t change the existing law or statutory guidance, which organisations must adhere to.
The Equality Act 2010 protects trans people from discrimination on the grounds of gender reassignment. A person has this characteristic if the person is “proposing to undergo, undergoing or has undergone a process (or part of a process) for the purposes of reassigning the person’s sex by changing physiological or other attributes of sex”.
The Act also protects people from discrimination on the ground of sex. The act says that a reference to someone with this protected characteristic is “a reference to a man or a woman”. There is no reference in the Act to the term ‘biological sex’.
There is a legal exemption in Schedules 3 and 23 of the Act which means that providers of single-sex services can in some circumstances legally exclude trans people where this is a ‘proportionate means to achieve a legitimate end’.
This is a highly fact-sensitive standard in a contested area of law, and there is little case law which establishes where an organisation could legitimately use this provision.
Save where an exemption applies, organisations should not prevent access to services on the basis of someone’s gender reassignment.
Our guidance for all organisations remains unchanged. We give the following good practice guidance to employers:
“There is a legal exemption in Schedules 3 and 23 of the Equality Act 2010, which means that providers of single-sex services can in some circumstances legally exclude trans people where this is a ‘proportionate means to achieve a legitimate aim’. This is a highly fact-sensitive standard in a contested area of law, and there is little case law which establishes where an organisation could legitimately use this provision. There is also a potential tension between the requirement not to discriminate on the basis of gender reassignment under the Equality Act 2010, and the requirement in health and safety law that employers provide toilets and changing rooms either on a single-sex basis or in individual lockable rooms. Save where an exception (as outlined above) applies, you should not prevent access to facilities, spaces and groups on the basis of a person’s gender reassignment.”
The most inclusive employers support all employees in accessing the facilities, spaces and groups that align with their lived gender.'
And by the by, they are a charity! Weird. I don't see how; I thought they were a lobby group.
https://register-of-charities.charitycommission.gov.uk/charity-details/?regid=1101255&subid=0