A Scottish nurse who claimed her trade union discriminated against her because of her gender-critical beliefs has lost her legal case, marking another development in a high-profile dispute involving a transgender doctor and workplace changing facilities.
An employment tribunal in Dundee ruled Monday, November 2, that the Royal College of Nursing (RCN) did not discriminate against nurse Sandie Peggie, dismissing all three of her complaints against the union.
According to Sky News, Peggie accused the RCN of failing to adequately support her during a dispute with NHS Fife after she objected to sharing a women’s changing room with transgender physician Dr. Beth Upton at Victoria Hospital in Kirkcaldy in December 2023.
The dispute subsequently became a prominent controversy in the United Kingdom’s ongoing debate over transgender rights and access to single-sex facilities.
Tribunal Rejects All Three Discrimination Claims
Peggie alleged that the RCN failed to provide appropriate legal advice, refused to fund additional legal representation, and did not adequately pursue assurances from NHS Fife regarding workplace changing facilities.
However, Employment Judge Melanie Sangster determined that the union’s decisions were not motivated by Peggie’s protected gender-critical beliefs.
According to STV News, the tribunal accepted that Peggie’s beliefs qualified for protection under the Equality Act 2010 but found insufficient evidence that those beliefs influenced the union’s conduct.
The tribunal also accepted the RCN’s explanation that its refusal to provide additional legal assistance followed established procedures, particularly because Peggie had already obtained independent legal representation.
Previous Case Produced Mixed Results
The latest ruling follows a separate employment tribunal decision in December 2025 involving NHS Fife.
In that case, Peggie secured a partial victory when the tribunal upheld harassment claims against her employer. However, it dismissed her allegations of direct discrimination, indirect discrimination, and victimization. Claims against Dr. Upton were also dismissed.
During closing arguments in the latest proceedings, Peggie’s attorney, Naomi Cunningham, accused the RCN of being influenced by what she described as “gender ideology.”
The tribunal ultimately rejected the argument that such beliefs had influenced the union’s treatment of Peggie.
Union Welcomes Decision
Following the ruling, the RCN welcomed the dismissal of the discrimination claims, maintaining that its representatives had followed established procedures and treated Peggie fairly.
A spokesperson emphasized that the organization supports all members and remains committed to opposing discrimination.
Peggie’s representatives criticized the judgment, arguing that it raised concerns about the support union members should expect when pursuing workplace complaints.
Her legal team indicated it would review the ruling before considering further legal action.
The decision reinforces an important legal distinction: while gender-critical beliefs can receive protection under British equality law, establishing discrimination requires evidence that unfavorable treatment occurred because of those beliefs.
