I am proposing a trans-inclusive gender identity policy be implemented in my organisation but here is a big question that is right now causing some debate, I'd be grateful for your input!
If a trans employee decides to transition and to have gender confirmation surgery (just as an example) that results in 6 months of sick leave (surgery, recovery, complications) this would be covered by their sick pay.
If, after they return to work they become sick with illness not related to their gender identity (like pneumonia) they would need more sick pay, but their allocation has been used up.
As an organisation, would we be expected to extend or cover their sick pay? If we didn't would it be considered discriminatory, because a non-trans employee would not have required gender confirmation surgery?
It's a new area we're exploring and I want to make sure we're meeting our legal obligations while being supportive to employees.