I should have done it before but now is a good time to remind everyone that the reason these policies are so embedded throughout the NHS is via the Rainbow Badge scheme, funded by NHSE (and, I think NHS Scotland north of the border).
There are numerous FOIs around this on the What Do They Know website, as every hospital that engaged with the accreditation scheme was sent an FOI.
Some of the hospitals supplied supporting policy documents, which confirm the findings of the assessment.
Here for example from the "Transgender Staff Support Policy" of Mersey and West Lancashire Teaching Hospitals NHS Trust. Basically as per this particular trust policy, it is the norm that trans staff use the facilities of their acquired gender. Really the only surprise is there haven't been more of these cases.
I believe the Darlington Nurses case will be later this year? (Not sure where that case is up to, I wonder if it would be helpful for them to await the outcome of this one, which obviously would mean a considerable delay). I'm sure someone here is up to date on that case.
As another aside I note the Genuine Occupational Requirements section below - I may be misunderstanding it, but it suggests that where a person is employed in a post requiring a particular sex, if that person transitions then they will be redeployed elsewhere. I suppose, within healthcare, there aren't many jobs that specifically require a man, I certainly can't think of one. But where the requirement is specifically for a woman, eg female radiographer for mammography service, they will be redeployed if they transition to man.
I'm guessing these cases are vanishingly rare so I doubt it has been put to the test, but it's certainly an interesting policy rule.
"6.2.1 Genuine Occupational Requirements
In the vast majority of cases, the gender of a worker is of no relevance to their ability to do a
particular job. However, the Equality Act 2010 does allow for an exception where being of a
particular sex is an “occupational requirement” of that post. If this is the case for an employee
transitioning at work, they will be redeployed into a suitable position.
6.2.2 Uniforms and Dress Code
If a uniform is in place for the role, managers will ensure that the trans employee has access
to the uniform that is most appropriate to their acquired gender from the date of transition.
Managers are required to be flexible and will support the preferences of the trans person
wherever possible. Trans staff have the right to comply with any dress codes in a way that
reflects their gender identity and gender expression.
6.3 Toilets and Changing Facilities
The use of toilets and other gendered facilities can sometime be a concern for trans
individuals, particularly during the early stages of transition. The usual point for changing to
use facilities for their acquired gender will be the day the employee starts coming to work in
their acquired gender.
Trans individuals must be supported to use all facilities designated for their acquired gender.
It is not appropriate to request that a trans person uses separate facilities or accessible
(disabled) toilet facilities (unless they have a disability requiring this). It is also never
acceptable to require someone undergoing gender reassignment to use toilets or other
facilities designated for members of their birth gender."
www.whatdotheyknow.com/request/rainbow_badge_accreditation_8/response/2075170/attach/html/16/Transgender%20Staff%20Support%20Policy.pdf.html
www.whatdotheyknow.com/request/rainbow_badge_accreditation_8#incoming-2075170