As per the Equality Act 2006, the Equality and Human Rights Commission (EHRC), may issue a code of practice in connection with any matter addressed by the Equality Act 2010. A Code must contain provisions designed to ensure or facilitate compliance with the 2010 Act or an enactment made under that Act, or to promote equality of opportunity. Before issuing a Code, EHRC needs to submit a draft to the Secretary of State and if approved the Secretary of State will lay a copy before Parliament.
The current Code of Practice for Services, Public Functions and Associations was produced in 2011. There have been significant developments in the law since that date which means the Code needed to be updated. The aim of updating the Code is to provide clarity to those providing and using services, those exercising public functions, and those participating in and running associations to help them to understand and comply with the law. Therefore EHRC undertook an exercise in updating the Code. The updates to the Code are primarily where there has been a change or clarification of the law since the original Code was published in 2011.
In updating, EHRC aimed to provide clarity to those providing and using services, those exercising public functions, and those participating in and running associations to help them to understand and comply with the law. The Code seeks to facilitate compliance with the Equality Act 2010.
EHRC completed 2 consultations:
- October 2024 to January 2025 which received just under 500 responses
- May to June 2025 following the Supreme Court ruling in For Women Scotland v Scottish Ministers [2025] UKSC 16, which received around 50,000 responses
Duty
Ministers must ensure that when exercising their functions, they meet the legal obligations placed on them by the Public Sector Equality Duty (PSED). This requires the minister to have due regard to the need to:
- eliminate unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Equality Act 2010
- advance equality of opportunity between people who share a protected characteristic and people who do not
- foster good relations between people who share a protected characteristic and people who do not share it
In regard to the updated Code, ministers must have due regard to the above 3 limbs of the duty when making a decision on whether to approve the Code, before laying in Parliament. Therefore this equality impact assessment (EIA) helps ministers consider the equality impact of this decision, which assists in complying with PSED as set out in the Equality Act 2010. See also EHRC’s Technical Guidance on the Public Sector Equality Duty: England.
The duty to comply with PSED is a requirement for both EHRC and ministers. The Office for Equality and Opportunity (OEO) received an EIA for EHRC which captures EHRC’s assessment of the equality impacts of updates to the Code (including those updates made as a result of both the October 2024 to January 2025 EHRC consultation, and the May to June 2025 EHRC consultation) on 13 October 2025 and an updated version April 2026. This EIA has 2 purposes. It both considers EHRC’s equality impact analysis and independently analyses the equality impacts of the updated Code.
This document provides a summary of the key changes to the Code, EHRC position and additional analysis to support ministers in taking their decision on the Code. Analysis is organised into each of the protected characteristics.
Continues with separate sections on each of the Protected Characteristic
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity (including breastfeeding)
- Race and ethnicity
- Religion or belief
- Sex
- Sexual orientation
Then an Annex – additional assessment
Impact on women
The government’s position is that single-sex services should be protected to ensure women’s privacy, dignity and safety. The government also believes in upholding the Equality Act’s protections for trans people and ensuring suitable provision for them.
The published Equality Impact Assessment (EIA) in the main part of this document sets out that the updates to the Code will overall create benefits on the basis of sex. Overall the EIA deemed that the positive impact outweighed the negative.
The Minister for Women and Equalities commissioned an additional assessment of the impact of the Code on women’s rights and protections. This assessment follows below.
Clarity for service providers
Service providers may consider the Code provides certainty and clarity in terms of restricting access to their women-only services and providing protections to women’s privacy, dignity and safety. The Code makes it clear to them that providing women-only services is on the basis of biological sex and therefore they can plan and deliver their services on that basis.
The Code offers additional guidance to service providers. It helps them to make decisions suited to their specific circumstances which reduces the risk of successful legal challenge. Any form of challenge, even if unsuccessful, can create financial difficulty for small organisations and divert resources from delivery of front-line services. Organisations may also welcome transparency on how to organise associations.
The Code provides information on the legal duty on employers to take reasonable steps to prevent sexual harassment of their employees, and we would expect employers to take further action to protect staff accordingly.
The Code provides information on how associations can be formed, and offers clarity that women can legally establish groups with others who have shared interests or lived experiences. Participating in these groups can offer valuable social, physical and mental health benefits and can support positive relations between women.
The Code also provides guidance to help bear in mind the rights of all users, including the needs of women who need access to single-sex services.
Safety for women
The Code encourages service providers to clearly communicate who services are designed for – for example, via signage – and provides guidance on single-sex provision, empowering women and making them feel confident in making informed choices when accessing services. The Code’s guidance on single-sex provision may also empower women to request women-only services where these are not currently provided, and in circumstances where the conditions for providing such services are met. This could be especially useful for those women who, for cultural or religious reasons, are unable to share some spaces with men. It also particularly supports those women who have experienced domestic abuse or violence from men and feel unable to use services open to those who are not biologically female, including refuges or homeless accommodation.
For pregnant and breastfeeding women the updated Code highlights that harassment relating to breastfeeding may also constitute unlawful harassment on the grounds of sex, confirming that women are protected. The Code also highlights that while the protected characteristic of pregnancy and maternity is not covered directly under the harassment protections in the Act, it is indirectly covered as it amounts to harassment related to sex.
To read the guidance in full go to https://www.gov.uk/government/publications/equality-act-2010-code-of-practice-for-services-public-functions-and-associations-2026/equality-impact-assessment
See also:
Equality Act 2010: Code of Practice for services, public functions and associations, 2026 https://www.gov.uk/government/publications/equality-act-2010-code-of-practice-for-services-public-functions-and-associations-2026/equality-act-2010-draft-code-of-practice-for-services-public-functions-and-associations-2026
HERitage stall this Saturday 29th January at St Cuthbert's hall, Amble. Come along, see you there