An important milestone for the queer community in 2024 was the enactment of the Self-Determination Act (SBGG) on November 1, 2024. For many, this represents an improvement. Nevertheless, there is also criticism from within the queer community. The SBGG falls far short of addressing the needs of trans, inter, and non-binary (tin*) individuals.
Status quo and criticism
From August 1, 2024, transgender people will be able to register a change of gender and first name(s) at the registry office. It will no longer be necessary to submit a medical certificate. For children under the age of 14, only their legal representative can submit the declaration. Those aged 14 to 17 can submit it themselves with the consent of their legal representative.
The possibility of changing one’s name and gender entry without a psychological assessment is very valuable – even if the circumstances are not ideal. One of the points of criticism is the three-month waiting period that must be observed before a change can be made, as well as the one-year waiting period after a change. It is now no longer possible to change one’s name without changing one’s gender entry, which does not reflect the reality of life for non-binary people. Apart from the formal aspects, the law offers too little security for people without German citizenship and does not generally protect against discrimination.
PROUT AT WORK has observed the process and agrees with the criticisms of the tin* interest groups, but supports the long-overdue abolition of the Transsexuals Act (TSG) as a first step.
The impact of the SBGG on companies
The changes left many companies wondering what measures they needed to take and what they could do to support queer employees and ensure smooth operations. To provide assistance in this area, PROUT AT WORK has revised its Guide No. 9, “Trans* and Transitions in the Workplace,” and included all relevant changes to the SBGG. This keeps PROUT EMPLOYER and all interested companies and individuals up to date.
As part of this process, the guide was translated into English pro bono by Becky Lavin. Even though the Self-Determination Act is specific to Germany and we can therefore only provide international companies with an insight into German regulations, the rest of the content and best practices still offer valuable assistance – regardless of where the company is based.
We are pleased to now be able to offer the guide in an adapted, up-to-date form and in English. If you have any further questions on the topic, we are available to provide support beyond the guide or, if you are interested, we can hold an awareness session on trans* and non-binary issues.
Are you interested in this format and want to learn more about it?
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