Supporting Your Workforce Through the Upcoming EHRC Changes

EHRC Changes

From 5 August 2026, the Equality and Human Rights Commission (EHRC) updated statutory Code of Practice on services, public functions and associations is due to come into force following parliamentary approval. For many organisations, the changes around single-sex facilities and the practical application of the Equality Act 2010 may raise questions about existing policies, workplace practices and how best to support employees.

At New Dawn Resources, we recognise that this is a sensitive topic. It involves balancing legal responsibilities with the wellbeing of everyone in the workplace. Whatever an individual’s views, employers have an important role in creating environments where people are treated with dignity, respect and professionalism.

One of the most important things organisations can do is avoid making rushed decisions. Instead, this is an opportunity to review existing policies, seek appropriate legal advice where necessary, and ensure managers understand both the changes and their responsibilities. The Equality Act 2010 continues to protect people from discrimination on the basis of gender reassignment, alongside its other protected characteristics, and those protections remain in place. The updated guidance is intended to help organisations understand how the law should be applied following recent legal developments.

Good communication will also be essential. Employees may have concerns or questions about what the changes mean for them personally. Some may feel uncertain, while others may worry about how workplace facilities or policies will be managed. Creating opportunities for respectful conversations and ensuring employees know where they can seek support can help reduce anxiety and avoid misunderstandings.

Managers are likely to be at the forefront of these discussions. They should feel confident in responding appropriately, listening without judgement and knowing when specialist HR or legal advice is needed. Consistency will be important, as will ensuring that decisions are based on the law and organisational policy rather than personal opinion.

Every organisation is different. The practical implications will vary depending on the nature of the workplace, the facilities available and the workforce itself. There is no universal solution, which is why reviewing your own policies and carrying out appropriate risk assessments is so important.

At New Dawn Resources, our advice is simple: prepare rather than react. Take time to understand the new guidance, review your policies, communicate openly with your workforce and ensure your managers have the confidence to navigate these conversations with empathy and professionalism.

Ultimately, workplaces work best when people feel safe, respected and listened to. While the legal landscape may evolve, those principles remain unchanged. Supporting employees fairly, applying the law consistently and fostering an inclusive workplace culture will continue to be the foundation of good people management.

If your organisation would benefit from reviewing workplace policies, supporting managers through change or developing practical guidance for your teams, New Dawn Resources is HERE to help.

Please contact us by calling 01484 680098 or drop us a line at [email protected]

Please note: This article provides general information only and should not be considered legal advice. Organisations should seek independent legal advice where decisions require interpretation of the Equality Act 2010 or the EHRC Code of Practice.