Trade union leaders have renewed their commitment to trans rights at Labour conference in Liverpool, warning that recent legal changes are leaving trans people feeling unwelcome in workplaces and public services. UNISON, USDAW and ASLEF leaders say they’ll keep campaigning for more inclusive laws and practical protections.

Essential Takeaways

  • Union backing: UNISON, USDAW and ASLEF leaders promised continued support for trans workers and communities.
  • Legal uncertainty: Speakers said the Supreme Court ruling and related guidance have created confusion for organisations.
  • Workplace focus: Unions are reviewing policies, training and support for members affected by the changes.
  • Public-space concerns: Campaigners warned that trans people are being pushed away from services and everyday facilities.
  • Long-term pressure: The unions intend to keep lobbying for changes to gender-recognition law.

Union leaders deliver a united message

The strongest message from the Liverpool rally was simple: trade unions don’t intend to step back. Leaders from UNISON, USDAW and ASLEF said they’ll continue supporting trans members, even as organisations work through the consequences of the Supreme Court’s interpretation of sex and womanhood under the Equality Act.

Andrea Egan, UNISON’s general secretary, said the union’s existing policy recognises trans women, trans men and non-binary people. She also said UNISON was assessing what legal and policy changes are needed, rather than treating the ruling as the end of the debate. UNISON has previously highlighted the importance of challenging prejudice against trans workers. ([4], [6])

For people dealing with uncertainty at work, that public backing matters. A workplace policy can sound dry on paper, but it shapes whether someone feels safe using facilities, reporting harassment or simply turning up as themselves.

Why the legal position has become so contested

The Supreme Court ruled that references to “woman” and “sex” in the Equality Act refer to biological sex. The decision has since prompted detailed guidance and intense debate about how services, charities, employers and membership organisations should respond.

USDAW general secretary Joanne Thomas said the current position, including guidance from the Equality and Human Rights Commission, had harmed trans and non-binary people. She argued that legal wording shouldn’t be used to erase a person’s identity or make access to everyday services needlessly difficult. ([2], [3])

That tension is now being felt far beyond courtrooms. Women’s organisations, community groups and employers are having to examine their rules, while trans people are left wondering whether a familiar service or space will still feel open to them. It’s a grim kind of uncertainty, especially when the practical answer can depend on the organisation involved.

Workplace protections are moving back into focus

Trade unions are particularly well placed to influence what happens at work. They can negotiate policies, represent members in disputes and press employers to provide clear guidance on harassment, dignity and access to facilities.

UNISON has previously described trans workers as facing prejudice that can be subtle as well as overt, from hostile language to assumptions about clothing, names and workplace roles. The union’s approach puts education and collective action alongside formal complaints procedures, which is important because many people won’t report a problem if they expect to be dismissed. ([4], [6])

ASLEF general secretary Dave Calfe also connected the issue with wider concerns about rising anti-LGBTQ+ hostility. He said excluding trans people from public life and restricting access to facilities wasn’t a workable definition of dignity, for workers, businesses or unions. ([3], [5])

A wider fight over inclusion in public life

The rally also reflected a broader argument about who gets to participate fully in society. Union leaders said trans people are being pushed out of services and public spaces, while campaigners continue to call for workplaces and organisations to adopt policies that treat people fairly.

USDAW’s statement on trans rights presents solidarity as a responsibility shared across the union movement, rather than a niche concern affecting only a small group of members. That matters because workplace culture often follows the tone set by senior leaders. When unions and employers are clear, staff have a better chance of knowing where they stand. ([2])

The political backdrop remains complicated, too. Labour conference has traditionally been a place for equality campaigns to gather support, yet the debate over access and inclusion has become increasingly charged. That contradiction was impossible to miss at the Liverpool event.

What employers and workers can do now

Employers don’t need to wait for every legal question to be settled before improving day-to-day support. Clear anti-harassment rules, confidential reporting routes, inclusive language and properly trained managers can make an immediate difference.

Workers who feel affected should check their employer’s equality policy, speak to a union representative if they have one and keep a record of any incidents or unclear instructions. The details matter, particularly where access to toilets, changing areas, uniforms or customer-facing roles is involved.

Unions, meanwhile, are signalling that this campaign will continue. UNISON has said it’s reviewing the law and considering how it needs to change, while USDAW and ASLEF leaders have made clear that solidarity won’t be limited to speeches at conference. ([2], [4], [6])

The legal debate may take time, but the human question is much more immediate: can people work, travel and use public services without feeling singled out? For many trans people, that’s the standard by which any new guidance will ultimately be judged.

It's a small but significant shift when solidarity becomes something people can feel in everyday life.

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