Let’s make universities genuinely inclusive and supportive of all staff and ensure members don’t have to choose between income and gender affirming care.
What we can win
Improved Gender Affirmation Leave provisions.
Why it is important
Gender affirmation can be a challenging and deeply personal process. Providing paid gender affirmation leave shows universities value every member of their community and strengthens equality. Gender affirmation leave ensures staff can take the time they need for medical appointments, legal name changes, counselling, or recovery — without sacrificing income or job security.
FAQs
Why is this not covered in sick leave?
Sick leave isn’t designed for gender affirmation and treating it that way sends the wrong message. It implies that affirming your identity is an illness, which is both inaccurate and harmful.
Gender affirmation often involves a combination of medical appointments, legal documentation changes, counselling, and recovery time. You shouldn’t have to use up your sick leave or go unpaid just to be yourself.
Will this give special treatment to one group?
Gender affirmation leave is about respect and inclusion. It may apply to a small number of staff but makes a significant difference in wellbeing, safety, and equality at work.
When staff are supported through key life transitions — whether it’s parental leave, gender affirmation, or reproductive health — it creates a culture of respect, dignity, and fairness. Inclusion isn’t just about individual rights; it’s about building environments where everyone can thrive.
We all benefit from working in a team where people feel safe, valued, and able to bring their whole selves to work. Inclusive policies improve morale, reduce turnover, and foster collaboration.
They help attract and retain talented people, strengthen workplace relationships, and reflect the values universities publicly champion.
SEE ALL THE PRIORITIES →
Gender Affirmation Leave. Better Universities.
Improved Union Rights. Better Universities.
