As of this week, the Employment Rights Bill has completed the committee stage in the House of Lords. It is due for report stage from 14 July 2025, which is technically the last chance to make amendments. 

The Supreme Court handed down its ruling in the case of For Women Scotland v The Scottish Ministers on 16 April 2025. They have ruled that when it comes to the provisions of the Equality Act 2010 (“EA 2010”), “sex” means “biological sex”. This does not include transgender people, even if they have a Gender Recognition Certificate (“GRC”). There has been widespread public debate surrounding the decision since it was handed down. In this article, we will attempt to clarify the implications of the decision. Background to the case The legal issue emerged following a Scottish government initiative in 2018 which aimed to improve female representation on public boards. At the time the initiative was launched, transgender women with a GRC were considered, for the purpose of the Gender Representation on Public Boards (Scotland) Act 2018 (“ ASP 2018 ”), to fall within the definition of a “woman”. According to the accompanying statutory guidance, this therefore brought transgender women with a GRC within the definition of a ‘woman’ under the EA 2010. In 2020, For Women Scotland Ltd, an organisation that campaigns to strengthen women’s rights in Scotland, challenged the government guidance. This resulted in new statutory guidance being issued, highlighting that section 212 of the EA 2010 defines a “woman” as “a female of any age”, and stating that a trans-feminine person with a GRC is a woman for the purpose of gender representation on public boards. For Women Scotland Ltd challenged the new statutory guidance in 2022, advancing the argument that the definition of a “woman” under the EA 2010 refers to biological sex, and therefore a trans woman with a GRC should not be included. This was the issue to be determined by the Supreme Court. The Supreme Court decision The Supreme Court unanimously allowed the appeal by For Women Scotland Ltd and held that within the EA 2010, the terms “man”, “woman” and “sex” refer to biological sex. The Supreme Court concluded this interpretation was necessary for clarity and coherency for provisions on maternity and pregnancy as well as other sex-based protections. The Court emphasised the importance of the Act being consistent and confirmed it would not be appropriate to include different definitions of “sex” for different parts of the Act. The Supreme Court stated that this decision does not reduce the separate protection against discrimination which is afforded to transgender people under the protected characteristic of gender reassignment. EHRC guidance The Equality and Human Rights Commission has issued interim guidance on the main consequences of the judgment, which can be found here . This guidance reiterates that it is compulsory for employers to provide sufficient single-sex toilets in the workplace and, where required, single-sex washing and changing facilities. Furthermore, trans women should not be permitted to use the women’s facilities and trans men should not be permitted to use men’s facilities. The guidance identifies that in some circumstances, the law allows trans women (biological men) not to be permitted to use the men’s facilities, and trans men (biological woman) not to be permitted to use the women’s facilities. Where there are facilities available to both men and women, however, trans people should not be put in a position where there are no facilities for them to use. The EHRC has confirmed that it intends to provide an updated Code of Practice to the UK Government which will help employers and other bodies to understand their duties under the Equality Act and put these into practice. Implications for the workplace The recent judgment will require employers to review their policies when it comes to toilets, changing rooms and washing areas. Following the Supreme Court decision, the starting point is that transgender people should use the bathroom correlating to their biological sex. However, there are legal risks in this approach, as transgender people are protected against discrimination by the characteristic of gender reassignment. A person with gender dysphoria may also have the protected characteristic of a disability. If a workplace bathroom policy is seen to be discriminatory on the basis of gender reassignment or gender dysphoria, then the company could be at risk of tribunal proceedings on this basis. Employers should identify which facilities a transgender person may use while also retaining some single-sex facilities. As an alternative, the 1992 regulations provide that employers may provide facilities in a room with a lock capable of being secured from the inside, to be used by one person at a time. These can be used by anyone. Employers may consider choosing to update their facilities to unisex options which are compliant with these standards. Fundamentally, this is an issue of competing rights. Companies will need to assess which rights are engaged in each individual case and consider how any policy could impact potential discrimination claims on the basis of: Sex, Gender reassignment, Religion and belief, and Disability. Article by JMW Solicitors LLP

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Starting a Recruitment Business? Here’s what you need to know about Business Insurance

We’re thrilled to share some exciting news with you! We’ve teamed up with Marsh Commercial as our go-to insurance broker, dedicated to providing you with business insurance that’s perfectly tailored to the needs of recruitment businesses like yours.

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The Employment Rights Bill was introduced in the House of Commons on 10 October 2024. It is currently in the House of Lords for scrutiny, with its second reading due on 27 March 2025. If it is passed, it promises to reshape the employment landscape. Some of the key provisions are summarised below.

Legal Recruitment Update: Neonatal Leave and Pay Effective from 6 April 2025

The first-ever TEAM Netwalk took place last year, a day before the TEAM Annual Conference 2024 and it was a fantastic way to start the event! We teamed up with Julia Doherty from Adventure Geek , raising money for SHOUT UK , to give Members and partners the opportunity to swap the boardroom for fresh air, open conversations and wonderful countryside views . What is Netwalking? As Julia put it, Netwalking is like netWORKing, but better - it takes conversations outside, removing the formal setting and allowing discussions to flow naturally. There’s real science behind it, too. Walking side by side rather than face to face makes people more open, leading to deeper and more authentic conversations . The Route: Kenilworth Castle & Alpaca Farm The 6.5-mile trail started and ended at Kenilworth Castle , just across from Chesford Grange Hotel, where our Conference takes place. The route had beautiful countryside paths and we even passed an alpaca farm along the way! It was purposely chosen to be an easy (and flat!) walk, to encourage relaxed discussions rather than a physical challenge. More Than Just Business – A focus on Mental Health One of the biggest takeaways from the Netwalk was that networking isn’t just about business - it’s about people . Getting to know each other in a relaxed setting strengthened relationships beyond just the same old recruitment chat. In 2024, TEAM put a real focus on the Mental Health and wellbeing of our Members and Partners , launching a series of 10 specialist webinars on Mental Health and Wellbeing . The Netwalk was at the heart of this, it was not only a chance to connect but also an opportunity to raise awareness and support for mental health in our industry. The event was run in support of SHOUT UK , a mental health charity offering free, confidential crisis support via text . John Docherty, Founder of ATP Technical, shared his experience: “I enjoy a long walk or run, but it’s always with people I know. The 2024 TEAM conference offered me a new experience; to walk with people I’ve never met before. The route was picturesque and the weather warm, all the ingredients needed to start talking. About anything. I made connections with people on both a personal and professional level which served me well not just for the next two days but for the long term. PLEASE, sign me up for Netwalk 2025!” Janine Ambrose, Back Office Support Services: "For me, walking side by side created natural, easy conversations about business, well-being and just being yourself" By the end of the walk, new connections have been made and everyone felt energised for the Conference ahead. With only 30 spaces available , it was an impactful yet intimate way to start the event. If you missed out last year, we are hosting Netwalk #2 at TEAM Conference 2025! This year taking place on Thursday April 3rd - we are following the same route (only shortening it slightly!), with Julia Doherty leading the way. TEAM Service Provider, Back Office Support Services have kindly sponsored the Netwalk, choosing SHOUT UK as their chosen charity, which we are thrilled to be supporting for a second year.  There are only 30 spaces available, so be sure to reserve your space HERE . (You must be attending the TEAM Conference to participate! You can book your Conference ticket HERE .) Join us for the next TEAM Netwalk in 2025 it’s the perfect way to connect, reset and start Conference in the best way possible!