The law in England and Wales states that employers are not allowed to treat employees less favourably because they have undergone gender reassignment surgery. The term gender reassignment refers to people who are intending to undergo, are undergoing or have undergone a process for the purpose of reassigning of their gender by changing physical attributes of their sex.
In some cases, discrimination on the grounds of an employee undergoing gender reassignment treatment is extremely clear. If, for example, your employer has demoted you to a lesser role after you announced that you intend to change your sex this is a clear indication of direct gender reassignment discrimination.
Indirect discrimination also affects those proposing to, or undergoing, gender reassignment treatment. Indirect discrimination in relation to those undergoing gender reassignment is, for example, when an employer introduces a rule or policy that disadvantages gender reassignment.
Not only is it unlawful to discriminate against a person because they have undergone gender reassignment treatment, it is also unlawful to harass anyone in the workplace because of their personal choice to do so.
If you believe you have been the victim of gender reassignment discrimination it is important you get expert advice from a specialist solicitor if your treatment resulted in you suffering from symptoms of stress. has experience in every area of discrimination and can offer you the best possible chance of achieving a successful resolution to your claim. It is important to remember that you can only claim stress at work compensation, based on gender reassignment discrimination, if you have developed a recognised psychological illness or injury.
The helpful and friendly advisors from are more than happy to assist you in determining whether or not you have a qualifying claim for stress at work compensation after being victimised in the workplace because of your decision to undergo gender reassignment.