A Guide to LGBTQ+ Employment Rights in the UK

In recent decades, significant progress has been made in the UK regarding the protection and promotion of LGBTQ+ rights, including within the realm of employment. As an inclusive society, the UK recognises the importance of safeguarding the rights of all individuals, regardless of their sexual orientation, gender identity, or gender expression.

In this article, we will explore the legal landscape surrounding LGBTQ+ employment rights in the UK, highlighting the key laws, protections, and responsibilities that employers and employees should be aware of.

The Equality Act 2010:

The cornerstone of LGBTQ+ employment rights in the UK is the Equality Act 2010. This landmark legislation prohibits discrimination, harassment, and victimisation on the grounds of nine protected characteristics, including sexual orientation and gender reassignment. The Act covers all aspects of employment, including recruitment, terms and conditions, training, promotion, and dismissal.

Sexual Orientation Discrimination:

Under the Equality Act 2010, it is unlawful for employers to discriminate against employees or job applicants based on their sexual orientation. This includes direct discrimination, indirect discrimination, harassment, and victimisation. Employers must ensure that their policies, practices, and workplace environment are inclusive and free from discrimination.

Gender Reassignment Discrimination:

The Equality Act 2010 also protects individuals who are undergoing or have undergone gender reassignment. Employers must not discriminate against transgender employees or job applicants based on their gender identity or expression. This includes providing equal opportunities, reasonable accommodations, and fostering an inclusive workplace culture.

Disclosing Sexual Orientation or Gender Identity:

Employees have the right to decide when and how they disclose their sexual orientation or gender identity at work. Employers should respect employees’ privacy and ensure that any personal information shared is handled confidentially. Creating a safe and supportive environment encourages openness and diversity in the workplace.

Dress Codes and Appearance:

Dress codes and appearance policies should be applied in a non-discriminatory manner. Employers must avoid imposing gender-specific dress codes and should be flexible to accommodate gender identity and expression. Employees should feel comfortable expressing their authentic selves without fear of discrimination or prejudice.

Transitioning at Work:

Transgender employees have the right to transition at work without facing discrimination. Employers should provide support, including access to appropriate facilities, such as restrooms and changing areas, and ensure that colleagues are educated about transgender issues to foster an inclusive workplace.

Employee Benefits:

LGBTQ+ employees are entitled to equal access to employee benefits, such as healthcare, pensions, and parental leave. Employers must ensure that these benefits are provided without discrimination based on sexual orientation or gender identity.

Non-Discrimination Policies and Training:

Employers should have robust non-discrimination policies in place that explicitly include sexual orientation and gender identity. Regular diversity and inclusion training should be provided to all employees to raise awareness, prevent discrimination, and promote inclusivity.

By understanding and adhering to the laws and principles outlined in this article, UK law firms can actively contribute to a more equitable and inclusive society. If you would like to discuss anything in this article, please contact our Employment team at or call 01603 677077.