Andy Burnham has become Prime Minister, replacing Sir Keir Starmer following his resignation.
The former Mayor of Greater Manchester was invited to form a government by King Charles III on Monday 20 July 2026. Speaking outside 10 Downing Street, Burnham described the change of leadership as a “circuit breaker for Britain” and promised action on the cost of living, housing, social care and regional inequality.
LGBT+ issues were not mentioned in his first speech, but Burnham’s record on equality stretches back several decades.
As a student, he took part in protests against Section 28, the law that restricted how schools and local authorities could discuss homosexuality. After entering Parliament, he voted to repeal it and later supported civil partnerships, protection from discrimination and equal marriage.
As Mayor of Greater Manchester, Burnham regularly spoke about the contribution LGBT+ people make to the region. An LGBT adviser and equality panel were also established to give the community a voice in regional decision-making.
That history has been welcomed by campaigners, although there are still difficult questions facing the new Prime Minister.
A ban on conversion practices has been discussed by successive governments without being delivered. LGBT+ organisations will want to know whether Burnham intends to complete that work and whether any new law will protect the whole community.
His position on trans rights will also receive close attention. Some campaigners have raised concerns about his more recent comments and his support for implementing guidance following the Supreme Court’s ruling on the legal definition of sex.
The challenge for the government will be to follow the law while making sure trans people are treated with dignity and can continue to participate safely in workplaces and public life.
This matters to employers because legal rights do not always reflect people’s daily experiences at work.
Some LGBT+ employees still feel unable to be open about their lives because they fear a negative reaction from colleagues or managers. Others encounter inappropriate questions, jokes or assumptions. Trans and non-binary candidates can face additional difficulties during recruitment, particularly when their documents, employment history or name do not appear to match.
These are not problems that can be solved by changing the wording of an equality policy. Employers need recruitment processes that are fair, managers who know how to respond when something goes wrong and a workplace culture in which people can raise concerns without damaging their careers.
Burnham’s plans to give regions greater control over skills, transport and investment could create employment opportunities outside London. The test will be whether those opportunities are genuinely open to people from every background.
His promise to tackle long-term rough sleeping is also relevant to the LGBT+ community. Young LGBT+ people who experience rejection at home can be particularly vulnerable to homelessness, making access to secure housing, training and employment especially important.
Burnham arrives in Downing Street with a stronger record on LGBT+ equality than many previous prime ministers. However, the community will judge him on the choices he makes in office, particularly on conversion practices, trans rights and protection from discrimination.
For employers, the change in government does not alter their immediate responsibility. LGBT+ people should be able to apply for jobs, progress at work and speak openly about who they are without fearing that it will count against them.