Trans at work: the questions every employee should ask
The questions every trans employee should ask, and the answers to look for
If you’re trans and you work, your employer’s policies will shape your daily experience. Will you be respected? Will you be supported? Will you be protected, or left to fight your corner alone?
Recent employment tribunals have shown what can go wrong. These cases reveal a pattern: trans staff facing hostility, exclusion, and unwanted media attention.
Most employers have equality and inclusion policies. But policies vary enormously, and the gap between what’s written and what’s practiced can be vast. This checklist helps you cut through the jargon and understand what your employer’s policy actually means for you.
Names and pronouns
Will my affirmed name be used at work?
Look for clear statements that your chosen name will be used in all workplace contexts: email, ID badges, rotas, internal systems, and by colleagues. Ask how quickly this can happen and whether it depends on a deed poll or legal name change.
Will colleagues and managers use my correct pronouns?
Look for explicit commitments that staff will use correct pronouns. Ask what happens if someone refuses or repeatedly misgenders you. Is that treated as a conduct issue?
What if someone claims a religious or philosophical objection?
Some colleagues may claim their beliefs prevent them from using your name or pronouns. Recent case law has found such beliefs protected, but that doesn’t give anyone the right to harass you. Ask how your employer balances competing rights, and whether your dignity is protected.
Facilities
Can I use the toilets and changing rooms matching my gender?
Look for clear statements that trans staff can use facilities appropriate to their gender. Be wary of policies that require you to use “gender neutral” facilities unless you choose to. Ask whether this is a right or something you need to request.
What if a colleague objects to sharing facilities with me?
This has been central to several tribunal cases. Ask how your employer handles objections. A good policy will make clear that discomfort is not grounds for excluding you. The person with the objection should be offered alternatives, not you.
Dress code and uniform
Can I wear clothing and uniform consistent with my gender?
Look for explicit inclusion of trans staff in dress code policies. Ask whether you need permission or whether you can simply dress appropriately for your gender from day one.
What about during transition?
If you’re transitioning at work, ask whether there’s flexibility during the process. Some employers offer a phased approach if that’s what you want, but it should be your choice, not a requirement.
Workplace support
Is there a policy specifically on supporting trans employees?
Some employers have dedicated trans inclusion policies. Others include trans staff within broader equality policies. Ask whether there’s specific guidance and whether it’s been developed with trans people.
Is there a named person or team I can go to for support?
Ask whether there’s someone with responsibility for supporting trans staff, whether HR, an equality lead, or a staff network. Ask whether they’ve had training.
Will I have a transition plan if I want one?
If you’re transitioning at work, a good employer will offer to work with you on a plan covering timing, communication, facilities, and support. This should be led by you, not imposed on you.
What support is there for non-binary staff?
Non-binary people often fall through the gaps. Ask whether your employer recognises non-binary identities and what practical support is available, including pronouns, titles (Mx), and facilities.
Time off and medical appointments
Can I take time off for medical appointments related to my transition?
Ask whether transition-related appointments are treated like any other medical appointments. Look for policies that don’t require excessive disclosure about the nature of appointments.
What about surgery and recovery time?
If you’re having surgery, ask how this is handled. It should be treated like any other medical leave.
Confidentiality
Who will know I’m trans?
You have a right to privacy. Ask who needs to know, who will be told, and whether you control that information. Under the Gender Recognition Act 2004, if you have a GRC, it’s a criminal offence for someone who acquired the information in an official capacity to disclose it without your consent.
What’s recorded on my personnel file?
Ask what information is held, who can access it, and whether your trans status or previous name is visible to people who don’t need to know.
What happens if I’m outed without my consent?
Ask what your employer would do if someone disclosed your trans status without permission. Is that treated as a serious matter?
Bullying, harassment, and discrimination
Does the policy explicitly protect trans staff?
Look for explicit mention of gender reassignment as a protected characteristic. Ask whether transphobic harassment is named and defined.
What’s the process for reporting incidents?
Ask how you report harassment or discrimination, who handles complaints, and what timescales apply. Ask whether you can report informally first if you prefer.
What happens to the perpetrator?
Ask what sanctions are available and whether transphobic harassment is treated as a disciplinary matter. Look at what’s happened in practice, not just what’s written.
What if the harassment comes from management?
This is common. Ask whether there’s a route to escalate concerns if your manager is the problem. Ask whether you can go to HR, a union, or an external body.
What if colleagues organise against me?
In some cases, groups of staff have coordinated hostility towards trans colleagues. Ask whether your employer recognises this as a form of harassment and how they would respond.
Recruitment and promotion
Is the recruitment process inclusive?
Ask whether application forms include appropriate gender options, whether deadlines accommodate name changes, and whether interview panels have had equality training.
Do I have to disclose my trans status when applying?
Generally, no. Ask what information is requested and at what stage. You should not have to out yourself to get a job.
What about DBS checks?
If your role requires a DBS check, your previous name may appear. Ask how this is handled and whether the sensitive applications process is used to protect your privacy.
Legal protections
Does my employer understand the law?
Under the Equality Act 2010, gender reassignment is a protected characteristic. You’re protected from the moment you propose to transition, whether or not you’ve had medical treatment or changed your documents. Ask whether your employer’s policy reflects this.
What about the Gender Recognition Act?
If you have a GRC, additional protections apply. Ask whether your employer understands these and has processes to protect your confidentiality.
What good looks like
Excellent:
Trans staff welcomed and affirmed without barriers
Clear policy developed with trans people
Named support person with training
Immediate use of correct name and pronouns
Full access to facilities matching your gender
Harassment treated as serious misconduct
Confidentiality protected
Transition support led by you, not HR
Non-binary identities recognised
Track record of supporting trans staff in practice
Good:
Trans staff included in equality policy
Process for updating name and pronouns
Access to appropriate facilities
Harassment policy covers gender reassignment
Some support available
Willingness to learn
Red flags:
No mention of trans staff in policies
“Gender critical” beliefs treated as equal to your dignity
Facilities access described as “case by case” or requiring approval
No clear process for handling harassment
History of trans staff leaving or being pushed out
HR seems unfamiliar with the law
Policy says the right things but practice tells a different story
Colleagues known to be hostile with no consequences
You’re expected to educate your employer
Use this list
Print it out. Take it to HR. Raise it with your union. You have the right to know how you’ll be treated.
If an employer can’t or won’t answer these questions clearly, that tells you something.
Workplace policy reviews
I’m reviewing individual employer policies against this checklist and publishing the results. If you’d like me to review your employer’s policy, send it to me.