EHRC services Code of Practice published 

The Equality and Human Rights Commission’s (EHRC) revised Code of Practice for services, public functions and associations was laid before Parliament on 21 May 2026. It will come into effect on a date to be appointed after a 40-day review period.  

Once the Code is in force, it will have legal status as a statutory code of practice for service providers, public functions, and associations to meet their duties under the Equality Act 2010. Note that it does not expressly apply to employers’ duties under the Act, which are dealt with under a separate code of practice. 

The amended Code follows a lengthy delay and a judicial review of the EHRC interim guidance, resulting from the Supreme Court’s 2025 decision in For Women Scotland Ltd v Scottish Ministers [2025] UKSC 16. The Court held that for the purposes of the Equality Act 2010, ‘sex’ means biological sex (see our previous briefing on the decision). 

Although the EHRC Services Code is confined to services, public functions and associations, it reflects the Supreme Court’s binding interpretation of the Equality Act 2010 in For Women Scotland. That interpretation also affects workplace policies, although the provision of workplace facilities, such as toilets and changing rooms, is governed primarily by separate health and safety legislation.  

Amended definitions 

The Code applies amended definitions to reflect the For Women Scotland ruling that ‘sex’ means ‘biological sex’, or a person’s sex at birth. It states that holding a Gender Recognition Certificate (GRC) does not alter a person’s sex for Equality Act purposes. 

The Code now uses the term ‘trans’ to refer to a person with the protected characteristic of gender reassignment, instead of the outdated term ‘transsexual’ used in the previous version of the Code.  

Separate and single-sex services 

Chapter 13 of the Code deals with the exceptions contained within the Equality Act 2010, including the provision of separate and single-sex services (see 13.90 onwards).  

It confirms that service providers offering separate or single-sex services must provide those services on the basis of a person’s biological sex rather than their acquired gender, regardless of whether or not an individual has a GRC.  

It will not be unlawful discrimination due to gender reassignment to prevent, limit or modify trans people’s access to single-sex services, provided this is a proportionate means of achieving a legitimate aim. A legitimate aim could be, for example, ensuring the privacy or safety of women (or men). As trans people are likely to be disadvantaged by being excluded from separate or single-sex services, service providers are required to consider whether the disadvantage outweighs the benefits of achieving the legitimate aim, and whether there is a less intrusive option available rather than excluding trans people. 

In many cases, the Code suggests that it will be proportionate to take a holistic approach to service provision by providing a mix of services, to include both separate or single-sex services and mixed sex services. It gives the example (see 13.123) of a shopping centre providing only separate-sex toilets, which would disadvantage trans people, potentially causing them safety risks and distress. The provision of toilets in individual, lockable rooms with hand basins that can be used by people of either sex would alleviate this disadvantage. In contrast, a smaller community advice centre might be justified in extending the use of an accessible toilet as a mixed sex facility for anyone who does not wish to use the separate-sex toilets (see 13.124).  

The Code emphasises the importance for service providers to conduct a case-by-case analysis and to be careful to balance competing rights. 

Questions about birth sex 

The Code states that asking a trans person about their birth sex may interfere with their human rights, and questions should be handled sensitively, in a way which does not cause discrimination or harassment. People should not generally be asked to provide evidence of their birth sex, only to confirm their birth sex.  

The revised Code also confirms that trans people, with or without a GRC, are protected from discrimination due to gender reassignment as well as sex discrimination based either on their birth sex or acquired gender.  

Employment Code of Practice? 

The EHRC has previously indicated that it will update its statutory Employment Code of Practice to reflect developments in the law, which would incorporate the For Women Scotland decision. A revised Employment Code will therefore largely reflect the approach adopted by the EHRC in the Services Code.  

There is no confirmed timeframe for a revised Employment Code of Practice. Before any updated code takes effect, the EHRC would also need to consult on the changes. 
 
In the meantime, employers should not wait for a revised code before reviewing their approach. Their obligations under the Equality Act 2010, as interpreted by the Supreme Court, continue to apply regardless of whether the EHRC has published its updated employment-specific guidance.