There have been attempts by the government to say the updated EHRC guidance doesn’t affect workplaces, but we anticipate many employers will look to this guidance as the standard to apply.
We are trying to convince as many MPs as we can to oppose the guidance in the commons.
To do this, we need examples from UNISON members about how this guidance would be unworkable in your workplace.
Things to consider in an example would be:
- Toilet provision and how this differs from before the Supreme Court judgment. Also, the complexity and cost if your employer decides they need to put in additional facilities.
- Human rights and discrimination because of the guidance – e.g. how bullying and harassment will be handled.
- Could the guidance exclude you from workplace activities that you have been part of?
- Asking about sex in the workplace – the guidance is not clear on where it’s appropriate to do so and what the ramifications will be for members who have customer-facing roles.
- Many UNISON members work in the NHS or services that provide gendered services. How are these going to be affected and how will it affect you as a worker in those services?
Remember, we just need examples from the workplace.
Please send examples to out@unison.co.uk
*This guidance undergoing a mandatory 40-day parliamentary review and will not come into force until it is commenced through a parliamentary procedure.
If your employer tries to change workplace policy before the guidance is confirmed, please get in touch with us immediately: unison@surreycc.gov.uk