Equality doesn't end at the workplace door

At a time when Reform UK is calling for equality protections to be rolled back and some Reform-led councils are reducing visible support for LGBT+ communities, the public continues to back equality protections and LGBT+ inclusion. 

Our polling found overwhelming support for retaining key workplace and equality protections. Not only do 77% support keeping new protections against workplace harassment within the Employment Rights Act 2025 and 74% support retaining the Equality Act 2010, but even among people who voted for Reform UK in the 2024 General Election, support for keeping these protections outweighs support for repealing them. 

Among those who voted Reform UK in 2024, 55% support retaining protections requiring employers to take reasonable steps to prevent sexual harassment within the Employment Rights Act 2025, compared with 22% who support repeal. Similarly, 44% support retaining the Equality Act 2010, while 34% support repealing it. Even within this group, more people support these protections than support removing them.  

LGBT+ people are also clear about what is at stake. Nearly three-quarters (73%) believe repealing the Equality Act 2010 would negatively affect LGBT+ workers, with many expecting more bullying, harassment, discrimination and exclusion at work. Three-quarters also believe it would damage LGBT+ people's mental health. 

The research highlights another growing concern: attempts by some local authorities to reduce LGBT+ visibility and inclusion. LGBT+ respondents overwhelmingly opposed Pride flag bans (78%) and restrictions on promoting Pride events (81%). Nearly three-quarters (72%) said withdrawing funding from Pride events would have a negative impact on LGBT+ people. 

These measures matter because visibility matters. It helps people feel included, valued and part of their communities. When that visibility is reduced, the message received by many LGBT+ people is that they matter less. 

That is why trade unions have a vital role to play. Equality does not stop when workers leave their workplace, and it should not stop at the doors of a town hall either. Where councils step back from supporting LGBT+ communities, we must step forward. We have already seen this in Durham, where trade unions helped sustain Pride activity after council funding was withdrawn. 

As a movement, we know that workers do not leave their identities behind when they clock off. Attacks on LGBT+ visibility, inclusion and belonging in our communities inevitably affect people's wellbeing, confidence and experiences at work. That is why we stand up not just for LGBT+ workers in the workplace, but for LGBT+ people in society as a whole. 

The message from this research is simple: Reform UK's approach is increasingly out of step with both LGBT+ people's lived experiences and public opinion, including the views of many people who voted for Reform UK in the 2024 General Election. The public support equality protections. They support inclusion. And they oppose actions that reduce LGBT+ visibility. 

Equality shouldn't end at the workplace door. Neither should our solidarity. 

What needs to happen next 

The Equality and Human Rights Commission (EHRC)  

Given the growing number of actions taken by some local authorities that may affect LGBT+ visibility, inclusion and support within public services, the EHRC should strengthen its oversight, monitoring and enforcement activity. As the statutory body responsible for promoting and enforcing equality law, the Commission should:  

• Provide clear guidance to local authorities on their obligations under the Equality Act 2010 and the Public Sector Equality Duty and how it pertains to the LGBT+ community.  
• Monitor the impact of local authority decisions on people with protected characteristics, including LGBT+ communities.  
• Investigate potential non-compliance where appropriate and take enforcement action where there is evidence that public bodies are failing to meet their statutory responsibilities.  
• Promote good practice by highlighting examples of effective approaches to advancing equality of opportunity and fostering good relations within local communities and how to exercise that in practice when considering the LGBT+ community.  

Local authorities 

Local authorities should ensure that all policy, funding and service decisions are consistent with their obligations under the Equality Act 2010 and the Public Sector Equality Duty. Councils must have due regard to the need to:  

• Eliminate unlawful discrimination, harassment and victimisation.  
• Advance equality of opportunity between people who share a protected characteristic and those who do not.  
• Foster good relations between people who share a protected characteristic and those who do not.  

To meet these responsibilities, local authorities should:  

• Embed equality considerations throughout decision-making processes and assess the potential impact of policies on LGBT+ residents and other groups with protected characteristics.  
• Consider the impact of decisions on inclusion, participation and community belonging, particularly where changes affect visibility, representation or access to support.  
• Ensure that public services are accessible, inclusive and responsive to the needs of LGBT+ residents.  
• Work constructively with local LGBT+ organisations, community groups and trade unions to understand local needs and support positive community relations.  
• Give full and proper consideration to the Public Sector Equality Duty when making decisions relating to service delivery, commissioning, funding, community safety, housing, education, culture and civic engagement.  

Trade unions  

Given the unique role of trade unions with deep roots in local communities, democratic accountability to their members, and a long-standing commitment to equality and inclusion, unions should:  

• Increase the visibility of trade unions as allies of LGBT+ workers by actively communicating the support available to LGBT+ members, publicising campaigns, and maintaining a visible presence at local and national LGBT+ events, including Pride.  
• Challenge actions that reduce LGBT+ visibility, inclusion and support by working alongside LGBT+ members, allies and community organisations to hold local authorities and other public bodies to account where decisions risk increasing exclusion, discrimination or community division.  

Read the full report here