Persistent questioning about gender-related surgery constitutes workplace harassment, and employers have a legal duty to protect you from this behaviour. Research shows that transgender employees face significantly higher rates of workplace harassment, yet HR departments sometimes fail to recognise the seriousness of intrusive medical questioning.
Evidence indicates that effective intervention requires clear documentation and formal escalation. Guidelines recommend keeping detailed records of each incident, including dates, witnesses, and the exact nature of questions asked. Your medical history remains private regardless of your transition status, and colleagues have no right to ask about surgeries or treatments any more than they would question other personal medical procedures.
When HR dismisses such behaviour as curiosity, this creates a hostile work environment that may breach equality legislation. Consider writing a formal letter to HR clearly stating that this constitutes harassment and requesting immediate action. If internal processes fail, external guidance is available through ACAS (Advisory, Conciliation and Arbitration Service), which provides free workplace dispute resolution support. Some people find that addressing the colleague directly with a firm boundary can also be effective alongside formal channels.
Remember that you deserve a workplace free from harassment about your private medical decisions. Professional environments should respect personal boundaries, and persistent questioning about surgery crosses those boundaries regardless of the questioner's stated intentions.