Disclosure Log

Use this part of the site to view the Authorities disclosure log Database.

Question

1. Communication with Employees: Please provide a copy of any communications to employees regarding the outcome of the Supreme Court judgement. 2. Communication with Employees: Please provide copies of any communication to employees since 16 April 2025 that confirms that women's spaces and services provided by the Council are for female people and men’s spaces and services are for male people. If this has not been communicated to employees please state when this will be done. 3. Training and Awareness: Please state what training is planned for employees to ensure their understanding of the legal principles outlined in the ruling, especially in relation to the distinction between sex and gender reassignment as outlined in the Equality Act 2010. If this training is to be provided by an external organisation, please give the name of the organisation. 4. Equality Impact Assessments: Provide details of any specific training, either internal or provided by external organisations, to those producing Equality Impact Assessments to ensure EIAs are in line with the Equality Act 2010.

Answer

1. Communication with Employees: Please provide a copy of any communications to employees regarding the outcome of the Supreme Court judgement. The Interim Guidance was included on our Intranet page under our equalities pages and legislative updates page. An interim update on the practical implications of the UK Supreme Court judgment | EHRC. Verbal updates have also been provided in managers meetings since the ruling. 2. Communication with Employees: Please provide copies of any communication to employees since 16 April 2025 that confirms that women's spaces and services provided by the Council are for female people and men’s spaces and services are for male people. If this has not been communicated to employees please state when this will be done. As above. Once formal guidance is published by the EHRC we will be reviewing the code of practice changes including our processes and policies, and communicating specific changes to staff. The code of practice will be going to the UK government for approval, which will then go before Parliament. The code of practice will then be published on the EHRC website following approval and the government will set a date for it to come into force. The guidance will then have legal status on how service providers, associations and public functions can meet the duties set out in the Equality Act 2010. UK Supreme Court ruling on the meaning of sex in the Equality Act: our work | EHRC 3. Training and Awareness: Please state what training is planned for employees to ensure their understanding of the legal principles outlined in the ruling, especially in relation to the distinction between sex and gender reassignment as outlined in the Equality Act 2010. If this training is to be provided by an external organisation, please give the name of the organisation. We have included a statement in our mandatory equalities module that states; “The Equality and Human Rights Commission (EHRC) has reviewed and updated the code of practice following the UK Supreme Court Ruling on the definition of 'sex' within The Equality Act 2010. This is currently being reviewed, and formal guidance will be published by the EHRC following the consultation” Once this is published, we will review any training and guidance around sex or gender reassignment in line with the statutory guidance. Any information sheets will be updated to reflect any changes. 4. Equality Impact Assessments: Provide details of any specific training, either internal or provided by external organisations, to those producing Equality Impact Assessments to ensure EIAs are in line with the Equality Act 2010. Integrated Impact Assessment guidance will be updated to reflect the changes under the ‘protected characteristics section’ and also information about the legislation and links to further guidance. Any future training will include updated guidance and legislation.