New guidance issued across several UK government departments advises civil servants not to confront transgender colleagues who use toilets or changing rooms that correspond to their gender identity, even when these facilities are designated for the opposite biological sex. Instead, employees are encouraged to raise any concerns discreetly with their line managers to avoid causing distress or committing what the guidance describes as potentially unlawful harassment.

The updated internal policies, which have been communicated to departments such as HM Revenue & Customs (HMRC), respond to a Supreme Court ruling issued around 18 months ago. This ruling clarified that biological males identifying as female are not entitled to use women-only facilities and services. However, the guidance emphasizes that disputes over facility use should not be handled through direct confrontation between colleagues.

One HMRC policy document states that concerns about colleagues’ use of single-sex facilities should be raised "in an appropriate manner" with managers rather than through direct challenges. It also highlights that repeated refusal to use a colleague’s preferred pronouns—if intended to deny, mock, or invalidate a person’s transgender identity—may lead to investigation and disciplinary action.

At the same time, NHS England has updated its guidance to restrict transgender women from female-only wards, citing clinical needs and same-sex accommodation requirements. The guidance notes that if these two priorities conflict, clinical needs will take precedence. However, some transgender activists have opposed the new NHS rules. Barrister Robin Moira White described the policy as a "Rosa Parks" moment and pledged to defy the restrictions, arguing that she will continue to use facilities based on gender identity rather than biological sex.

Maya Forstater, chief executive of the sex-based rights organization Sex Matters, welcomed the recent guidance's improvements but criticized the delay in implementation. She also expressed concern that parts of the guidance could allow ongoing transgender activism within the civil service.

A government spokesperson declined to comment directly on individual policies but said departments are responsible for their own internal procedures and will ensure their approaches remain legally compliant. The guidance reflects the ongoing tension within public institutions as they seek to balance respect for transgender employees’ rights with legal requirements concerning the use of sex-segregated facilities.