Gender differences have historically been used to justify treating men and women differently in the area of employment. During the past few decades attitudes have been changing and legislation has been introduced which has led to an increase in equal treatment of the genders.  Examples include equal pay, and flexible working to support work-life balance and family and caring commitments.
 
The Equality Act replaced the equality legislation on Gender and Transgender discrimination on 1 October 2010. The changes included: changing the definition of gender reassignment, by removing the requirement for medical supervision or treatment; extending protection in private clubs to gender, pregnancy and maternity and gender reassignment; clearer protection for breastfeeding mothers; and making pay secrecy clauses unenforceable.

Essex County Council is also supportive of the needs of transgender employees, who can find support and information as part of the Lesbian, Gay, Bisexual and Transgender (LGBT) Network Group. For further information about the Network, see the information about Sexual orientation.