Compliance with the Equality Act 2010 Staff & Training
Case reference FOI2025/01479
Received 28 July 2025
Published 7 August 2025
Request
I am writing to inquire whether you are fully compliant with the provisions of the Equality Act 2010, particularly in light of the recent Supreme Court ruling in For Women Scotland v. Scottish Government (UKSC16). As you will be aware, the Supreme Court has ruled that the legal definition of woman, within the Equality Act, is based on biological sex. The Equality and Human Rights Commission (EHRC) interim guidance confirmed that if facilities are provided for women these facilities are reserved for biological women. I would be grateful if you could provide the following information.
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.
Response
1. Communication with Employees:
Please provide a copy of any communications to employees regarding the outcome of the Supreme Court judgement.
This information is not currently held. Communication for employees is currently being drafted. We expect to circulate it to staff later in August 2025.
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.
Please see the above response to Question 1.
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.
There is no planned dedicated training for staff on this module. The Council’s mandatory equality and diversity training module also makes the differentiation between sex and gender reassignment.
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.
EIA training is carried out on an ad-hoc basis internally, and will be updated according to the latest guidance.
Documents
This is Herefordshire Council's response to a freedom of information (FOI) or environmental information regulations (EIR) request.
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