I think any employers who still don’t comply will change their tune once the various NHS nurses’ cases conclude (although they’ll likely settle now anyway).
For service providers who don’t have the same obligation to provide single-sex spaces but try to continue to segregate toilets, changing rooms, etc by gender identity, I think it will probably take a few people (men, women or both) making discrimination complaints/claims under the EA before service providers are deterred going forward, as it will become obvious how high-risk the strategy of knowingly breaching the EA would be.
I think even for companies who have tweeted their intentions to defy the law, once their legal advisors explain the risks and it starts potentially affecting their finances, they will quietly change their minds.
For example, companies’ bank loans will have ongoing representations that they’re not knowingly breaking the law, etc, so while management might have been be happy for their social media person to tweet support for gender ideology on the day of the judgment, the practical implications of knowingly defying the law will make that an unworkable position in the longer-term.