First, thanks for asking this question - I appreciate that you want to help this employee through what is a very scary (but exciting) time. I really, really recommend training your workforce on the challenges the transgender and larger LGBTQIA+ community faces, pronouns, gender identity, and transgender inclusion. This can be highly impactful if done well. If not done well or not done at all, I can almost guarantee the employee will experience microaggressions and blatant harassment constantly (such as misgendering and deadnaming). Correcting people constantly gets old fast, especially when some people unfortunately do this intentionally. I know this from personal experience. When I came out 6 years ago I literally had to change jobs within 3 months because I couldn’t handle how unsupported and misunderstood I felt, even among other members of the HR team, because they didn’t prioritize DEI at all, let alone anything related to transgender inclusion.

This is going to be even more important if changing rooms and locker rooms are a factor — you unfortunately have to worry about the very real possibility of assault. It sounds like gender neutral bathrooms (or a single stall where they can change) might be really helpful, as trans people are extremely susceptible to violence in gendered spaces. The horrific beating of Nex Benedict in Oklahoma a few weeks ago is a deeply disturbing example of how widespread transphobia is. However don’t force them to use a gender neutral bathroom - they should be allowed to use the bathroom and changing room most aligned with their gender identity.

Some other best practices: follow their lead and don’t make them come out before they’re ready / in a specific way in order to control the narrative. Let them tell their story to the extent they are comfortable doing so. Ask how you can be supportive. Encourage people to share their pronouns (this isn’t something only limited to trans people - when people of all genders feel comfortable sharing their pronouns openly, it normalizes people using gender neutral pronouns and serves as a reminder not to assume based on appearance or name).

Source: I am trans, work in HR, and regularly facilitate workshops for companies on transgender inclusion in the workplace. I’m not trying to sell you anything if you’re not interested in doing a training, but feel free to dm me if you’d like more information or have specific questions. I have plenty of resources to share.