Taylor v Jaguar Land Rover Ltd was a UK employment tribunal court case in 2020 that ruled that non-binary gender and genderfluid identities fall under the protected characteristic of gender reassignment in the Equality Act 2010.
Following her coming-out, she began facing harassment at her workplace, including discriminatory comments and issues accessing toilet facilities and managerial support.
The company, however, argued that her identity as genderfluid did not fall under the Equality Act protected characteristic of gender reassignment.
[7] The tribunal also ruled that the company had failed to follow the Acas Code of Practice in regards to measures to help Taylor in the workplace in her transition and subsequently increased the damages compensation due by 20%.
"[11] Lawyers Adam Cooke of Stephenson Harwood and Oscar Davies of Lamb Chambers noted that Jaguar had pre-existing Equal Opportunities and Dignity at Work policies, and that the case was consequently "a prime example of how having a policy in place cannot, in and of itself, absolve an employer of liability when related grievances arise.