Applicants with diverse sexual orientations, gender identities, gender expressions and sex characteristics : reception.
Date: 2025-01-07
Institutions: European Union Agency for Asylum
Subjects: administrative procedure, discrimination on the basis of sexual orientation, fundamental rights, gender equality, gender identity, international protection, performance measurement, right of asylum, user guide

Applicants with diverse 
sexual orientations, gender 
identities, gender expressions 
and sex characteristics 
Reception 

s
l
o
o
T
d
n
a
s
e
d
u
G

i

l

a
c
i
t
c
a
r
P

4
2
0
2
r
e
b
m
e
v
o
N

 
 
 
 
 
 
Practical guide on applicants with diverse 
sexual orientations, gender identities, gender 
expressions and sex characteristics 

Reception 

November 2024

On 19 January 2022, the European Asylum Support Office (EASO) became the European Union 
Agency for Asylum (EUAA). All references to EASO, EASO products and bodies should be 
understood as references to the EUAA. 

Manuscript completed in October 2024  

Neither the European Union Agency for Asylum (EUAA) nor any person acting on behalf of the 
EUAA is responsible for the use that might be made of the following information. 

Luxembourg: Publications Office of the European Union, 2024 

Print 

ISBN 978-92-9410-394-9  doi: 10.2847/9696633   BZ-01-24-014-EN-C 

PDF 

ISBN 978-92-9410-393-2  doi: 10.2847/1463959    BZ-01-24-014-EN-N 

© European Union Agency for Asylum (EUAA), 2024 

For any use or reproduction of elements that are not owned by the EUAA, permission may 
need to be sought directly from the respective rightholders. The EUAA does not own the 
copyright in relation to the following elements: 

— 

Cover illustration: [FotografiaBasica], © [476725956], 2015.  

 
 
 
 
 
About the guide 

Why was this guide created? The mission of the European Union Agency for Asylum 
(EUAA) is to facilitate and support the activities of EU Member States and the Schengen 
associated countries (EU+ countries (1)) in the implementation of the Common European 
Asylum System (CEAS). According to its overall aim to promote a correct and effective 
implementation of the CEAS and to enable convergence, the EUAA develops common 
operational standards and indicators, guidelines and practical tools. Among other topics, the 
EUAA is committed in supporting the EU+ countries in dealing with applicants with diverse 
sexual orientations, gender identities, gender expressions and sex characteristics (SOGIESC).  

How to use this guide. This guide is structured in three standalone yet complementary 
and interlinked parts, which cover different topics relevant to SOGIESC in asylum.  

•  Cross-cutting elements provides information and guidance that are cross-cutting and 
relevant to both asylum procedure and reception, including legal framework, safe 
spaces and inclusive communication, interpretation, information provision, capacity 
building, cooperation and coordination.  

•  Reception provides guidance and practical recommendations on the design and 
management of reception systems and the provision of reception conditions in a 
manner that takes into account the special reception needs of LGBTIQ applicants on 
both an individual and a collective basis.  

•  Examination procedure provides practical guidance specifically focused on the key 
aspects relating to the examination of applications for international protection with 
SOGIESC-based claims, including the registration, personal interview, evidence and 
risk assessment as well as the legal analysis.  

The guide was developed during the reform process of the CEAS. The instruments of the new 
Pact on Migration and Asylum entered into force in June 2024 and will enter into application 
in June 2026. The guide includes references to both legal frameworks, depending on the 
relevance. 

The guide is complemented by an information note which provides in-depth information on 
SOGIESC-related concepts and terms. 

Who should use this guide? This guide is primarily intended for staff working directly 
with international protection applicants in asylum: registration officers, case officers and 
reception staff. Specific sections are also addressed to managers and policymakers. 
Furthermore, this guide is useful for any other person or organisation working or involved in 
the field of asylum. 

Each of its parts targets slightly different audiences, based on its content and scope. 

(1)  The 27 EU Member States and Iceland, Liechtenstein, Norway and Switzerland. 

3 

 
 
• Cross-cutting elements primarily targets the whole spectrum of staff in the national

authorities. Specific sections marked ‘For managers’ and/or ‘For policymakers’ explicit
target those professionals in asylum. It can also be useful to other stakeholders who
are involved in asylum (e.g. civil society organisations).

• Reception primarily targets reception staff as well as other stakeholders who are
involved in or working directly with applicants in reception (e.g. civil society
organisations). Specific sections marked ‘For managers’ and/or ‘For policymakers’ are
explicitly targeting those professionals in the context of reception.

• Examination procedure primarily targets registration officers and asylum case officers.
Additionally, it is useful for quality officers and legal advisers, as well as policymakers
in the national determining authorities and any other person working or involved in the
field of international protection in the EU context.

How was this guide developed. This guide was created through a coordinated
approach between three EUAA Networks. The development was facilitated and coordinated 
by the EUAA.

• Cross-cutting elements and the information note: drafted by experts from asylum and

reception authorities, international organisations, civil society organisations and
academia, with valuable input from the United Nations High Commissioner for
Refugees and ILGA-Europe. Before finalisation, a consultation took place with EU+
countries through the EUAA Vulnerability Experts Network.

• Reception: drafted by experts from reception authorities and civil society

•

organisations, with valuable input from the United Nations High Commissioner for
Refugees and ILGA-Europe. Before its finalisation, a consultation took place with EU+
countries through the EUAA Network of Reception Authorities.
Examination procedure: drafted by experts from across the EU, with valuable input
from the European Commission, the United Nations High Commissioner for Refugees,
the European Union Agency for Fundamental Rights and the European Council on
Refugees and Exiles. Before finalisation, a consultation took place with all EU+
countries through the EUAA Asylum Processes Network.

How does this guide relate to national legislation and practice? This is a
soft convergence tool. It is not legally binding and reflects commonly agreed standards as 
adopted by the EUAA Management Board on 31 October 2024.  

How does this guide relate to other EUAA tools? Each of this guide’s parts are
to be read in conjunction with other available EUAA practical guides and tools. 

Cross-cutting elements should be read in conjunction with the Guidance on Vulnerability in 
Asylum and Reception: Operational standards and indicators (2) and the EUAA Let’s Speak 
Asylum Portal (3). 

(2) EUAA, Guidance on Vulnerability in Asylum and Reception: Operational standards and indicators, May 2024.
(3) EUAA Let’s Speak Asylum portal.

 
Reception should be read in conjunction with the Guidance on Reception Conditions (4), the 
Guidance on Reception Conditions for Unaccompanied Children (5) and the Guidance on 
contingency planning in the content of reception (6). All these guides are complemented by 
the Guidance on Vulnerability in Asylum and Reception: Operational standards and 
indicators (7) as well as the Guidance on Reception: Operational standards and indicators (8). 

Examination procedure should be read in conjunction with the Practical Guide on Personal 
Interview (9), the Practical Guide on Evidence and Risk Assessment (10), the Practical Guide on 
Qualification for International Protection (11), and the Practical guide on Subsequent 
Applications (12). 

Disclaimer 

This guide was prepared without prejudice to the principle that only the Court of Justice of 
the European Union can give an authoritative interpretation of EU law. 

(4)  EASO, Guidance on Reception Conditions: Operational standards and indicators, September 2016. 
(5)  EASO, Guidance on Reception Conditions for Unaccompanied Children: Operational standards and indicators, 

December 2018. 

(6)  EASO, Guidance on contingency planning in the context of reception, March 2018.  
(7)  EUAA, Guidance on Vulnerability in Asylum and Reception: Operational standards and indicators, May 2024. 
(8)  EUAA, Guidance on Reception: Operational standards and indicators, May 2024.  
(9)  EASO, Practical Guide on Personal Interview, October 2014. 
(10)  EUAA, Practical Guide on Evidence and Risk Assessment, January 2024.  
(11)  EASO, Practical Guide on Qualification for International Protection, April 2018.  
(12)  EASO, Practical Guide on Subsequent Applications, December 2021. 

5 

 
 
 
 
Acknowledgements 

The EUAA would like to thank the members of the working group who contributed to the 
development of this part from the Belgian Federal Agency for the Reception of Asylum 
Seekers (Fedasil) and Angeliki Panagoulia (Danish Refugee Council – Greece). 

Many thanks are also extended to the members of the EUAA Network of Reception 
Authorities, the United Nations High Commissioner for Refugees and ILGA-Europe for having 
shared their insights and constructive input in the phase of development.  

Note on terminology 

In the guide, the terminology used reflects the current EU asylum acquis and applicable 
international instruments, as well as developments of such terminology, as reflected in 
doctrine, policy papers, relevant EU strategies, etc.  

•  The term ‘asylum’ refers to the whole asylum process, including reception.  

•  The terms ‘asylum procedure’ or ‘asylum procedures’ are used interchangeably. 

•  The term ‘reception’ refers only to reception/reception processes. 

•  The term ‘registration officer’ refers to a member of the staff of national competent 
authorities, involved in any stage of the registration and lodging of applications for 
international protection. 

•  The term ‘case officer’ refers to an official who conducts parts of the procedures in 
applications for international protection, such as personal interviews and/or other 
interviews, with applicants for international protection.  

•  The term ‘reception worker’ refers to a practitioner who is in direct contact with 

applicants for international protection in a reception context, regardless of whether 
their employer is a governmental or non-governmental organisation, a private 
contractor or a local authority. This includes social workers, education and healthcare 
staff, interpreters, administration or coordination staff, etc. 

•  The term ‘manager’ refers to staff members of national asylum and reception 

authorities who are responsible for managing resources and administering groups of 
staff (e.g. departments, units, etc.). They might also be responsible for developing, 
approving or monitoring the implementation of operational procedures and workflows.  

•  The term ‘applicants (or persons) with diverse SOGIESC’ is used interchangeably with 

the term ‘LGBTIQ applicants’ (or persons).  

 
 
 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

Contents 

List of abbreviations ....................................................................................................................... 9 

Introduction ................................................................................................................................... 10 

1. 

2. 

Provision of reception conditions .................................................................................... 11 

Risk mitigation for LGBTIQ applicants in reception ..................................................... 20 

2.1.  Risks for applicants with diverse SOGIESC ....................................................................... 20 

2.1.1.  Violence, coercion and deprivation ............................................................... 21 

2.1.2. Physical and mental health risks.................................................................... 23 

2.2. Risk mitigation ........................................................................................................................... 25 

Identification, assessment and response to the needs of applicants with diverse 

3. 
SOGIESC ........................................................................................................................................ 38 

3.1.  Identification of LGBTIQ applicants with special reception needs ............................. 38 

3.1.1.  Self-identification ............................................................................................... 39 

3.1.2.  Other information relevant to identification ................................................. 43 

3.1.3.  SOGIESC-relevant indicators of special needs and vulnerability .......... 44 

3.2. Assessment of special needs and vulnerabilities ............................................................ 48 

Vulnerability assessment through a SOGIESC lens............................................. 49 

3.3. Response to special needs and vulnerabilities ................................................................ 53 

4. 

Mainstreaming SOGIESC in contingency planning ...................................................... 57 

4.1.  Early alert triggers and indicators ........................................................................................ 58 

4.2. Exceptional modalities for the provision of reception conditions to applicants with 
diverse SOGIESC .............................................................................................................................. 59 

4.2.1.  Housing ................................................................................................................ 60 

4.2.2. Healthcare ............................................................................................................ 61 

4.2.3. Human resources and capacity building ...................................................... 61 

4.2.4. Information provision ........................................................................................ 62 

4.2.5. External cooperation and coordination ....................................................... 62 

4.2.6. Identification, assessment and response to special needs and 
vulnerabilities ................................................................................................................. 63 

7 

 
 
 
EUROPEAN UNION AGENCY FOR ASYLUM 

Legend 

The legend indicates the specific target group for each of the chapters in this part: 
policymakers, managers and reception workers in the context of reception. Each target group 
is represented by a distinctive icon for ease of reference to the respective chapter(s).  

Icon 

Target group 

Chapters 

1.  Provision of reception 

conditions 

2.  Risk mitigation for LGBTIQ 
applicants in reception 

3.  Identification, assessment and 

response to the needs of 
applicants with diverse 
SOGIESC 

4.  Mainstreaming SOGIESC in 

contingency planning 

1.  Provision of reception 

conditions 

2.  Risk mitigation for LGBTIQ 
applicants in reception 

3.  Identification, assessment and 

response to the needs of 
applicants with diverse 
SOGIESC 

4.  Mainstreaming SOGIESC in 

contingency planning 

1.  Provision of reception 

conditions 

2.  Risk mitigation for LGBTIQ 
applicants in reception 

3.  Identification, assessment and 

response to the needs of 
applicants with diverse 
SOGIESC 

Policymaker 

Manager 

Reception worker 

8 

 
 
 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

List of abbreviations 

Abbreviation 

Definition 

COA 

CEAS 

CSO 

EASO 

EUAA 

Central Agency for the Reception of Asylum Seekers (Netherlands) 

Common European Asylum System 

civil society organisation 

European Asylum Support Office 

European Union Agency for Asylum 

EU+ countries 

EU Member States and the Schengen associated countries (Iceland, 
Liechtenstein, Norway and Switzerland) 

Fedasil 

Federal Agency for the Reception of Asylum Seekers (Belgium) 

FRA 

GBV 

HIV 

IGM 

IPSN 

European Union Agency for Fundamental Rights 

gender-based violence 

human immunodeficiency virus 

intersex genital mutilation 

identification of persons with special needs 

LGBTIQ 

lesbian, gay, bisexual, transgender, intersex and queer 

Member States 

EU Member States 

NFI 

PTSD 

SOGIESC 

RCD (2024) 

RCD (recast) 

non-food item 

post-traumatic stress disorder 

sexual orientations, gender identities, gender expressions and sex 
characteristics 

reception conditions directive — Directive (EU) 2024/1346 of the 
European Parliament and of the Council of 14 May 2024 laying 
down standards for the reception of applicants for international 
protection 

reception conditions directive – Directive 2013/33/EU of the 
European Parliament and of the Council of 26 June 2013 laying 
down standards for the reception of applicants for international 
protection (recast) 

SRH 

STI 

THB 

sexual and reproductive health 

sexually transmitted infection(s) 

trafficking in human beings 

UNHCR 

United Nations High Commissioner for Refugees 

9 

EUROPEAN UNION AGENCY FOR ASYLUM 

Introduction 

As enshrined in the Common European Asylum System (CEAS), applicants for international 
protection are entitled to reception conditions that aim to guarantee them a dignified living 
until the asylum process is completed. These conditions include: 

measures and services to meet the basic material and psychosocial needs 
of all applicants (e.g. housing, food, clothing, health care and psychological 
services) as well as distinguishing between different categories of persons 
by identifying and addressing their special reception needs and 
vulnerabilities (13). 

For those with special reception needs, Directive 2013/33/EU (RCD (recast)) (14) provides that 
‘The reception of persons with special reception needs should be a primary concern for 
national authorities in order to ensure that such reception is specifically designed to meet 
their special reception needs’ (15). The same provision is included in the new Directive (EU) 
2024/1346 (RCD (2024)) (16).  

LGBTIQ applicants might have specific needs in reception. Such needs should be identified 
and addressed in a timely and appropriate manner so that applicants fully enjoy the rights 
enshrined in EU law so that they are guaranteed a dignified living. Specific measures should 
also be in place in a collective manner to mitigate risks for applicants with diverse sexual 
orientations, gender identities, gender expressions and sex characteristics (SOGIESC) in 
reception.  

In this part of the guide, you will first find SOGIESC-specific considerations for the design, 
planning and implementation of reception conditions in a manner that considers the needs of 
applicants with diverse SOGIESC. Furthermore, the part elaborates on the most appropriate 
procedures to prevent further harm and respond to the special reception needs of applicants 
with diverse SOGIESC in an individual manner. Furthermore, specific recommendations and 
good practices are provided for a SOGIESC-safe and -inclusive reception system.  

This part is structured around the core thematic areas on reception, including the provision of 
reception conditions, risk mitigation, identification, assessment and response to the specific 
needs of individual applicants with diverse SOGIESC as well as contingency planning.  

(13)  European Migration Network, ‘reception’ in the Asylum and Migration Glossary. 
(14)  Directive 2013/33/EU of the European Parliament and of the Council of 26 June 2013 laying down standards for 

the reception of applicants for international protection (recast), (OJ L 180, 29.6.2013). 

(15)  Recital 14 RCD (recast). 
(16)  Recital 14 of Directive (EU) 2024/1346 of the European Parliament and of the Council of 14 May 2024 laying 

down standards for the reception of applicants for international protection, (OJ L 1346, 22.5.2024). 

10 

 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

1. 

Provision of reception conditions 

The authorities responsible for the reception of applicants should make sure that their 
measures and procedures are based on two main pillars: (i) the provision of reception 
conditions for all applicants (on a collective basis) and (ii) the provision of special reception 
conditions to those applicants entitled to them, following identification and assessment (on an 
individual basis).  

Regarding the first pillar, the design, set-up and running of a reception system needs to be in 
line with the CEAS, thus also integrating specific considerations regarding the needs and 
characteristics of specific groups of applicants, such as LGBTIQ applicants. By following the 
structure and thematic areas covered by the RCD (recast) and RCD (2024), this section details 
the SOGIESC-specific considerations to consider when providing reception conditions. 
Regarding the second pillar (individual case management in reception), relevant information 
and guidance are elaborated in Chapter 3. Identification, assessment and response to the 
needs of applicants with diverse SOGIESC.) 

The RCD (2024), which replaced the RCD (recast), aims to ensure common standards in 
reception across the EU Member States and the Schengen associated countries (EU+ 
countries). It includes several provisions that refer to applicants with special reception needs. 
The most fundamental provision on this matter is enshrined in the general principle of 
Article 24, which establishes that ‘Member States shall take into account the specific situation 
of applicants with special reception needs’ (17). The same Article includes a non-exhaustive list 
of categories of applicants for international protection who are more likely to have special 
reception needs. Lesbian, gay, bisexual, trans and intersex persons are explicitly mentioned 
as one of those groups of applicants (point f).  

In addition, the following overarching principles should always guide Member State efforts to 
provide reception conditions that are SOGIESC-sensitive and -inclusive. 

•  All appropriate measures are taken to prevent assault and gender-based violence 

(GBV). 

•  Non-discrimination. Equal access to reception conditions must be provided to all 
applicants, irrespective of their personal characteristics, including SOGIESC. 

•  Continuous identification, assessment and response regarding the special reception 
needs of applicants on an individual basis is a primary concern throughout reception. 

•  Shared responsibility and accountability. Working on the provision of reception 

conditions is a joint effort of all reception actors. Policymakers and managers should 

(17) 

It is also important to mention that a similar provision exists in Article 21 RCD (recast). While LGBTIQ applicants 
are not explicitly mentioned within the list of vulnerable persons in Article 21, this does not exclude the 
possibility that certain groups of LGBTIQ applicants and/or particular individual LGBTIQ applicants are in a 
situation of vulnerability or have other special needs (e.g. applicants with disabilities, victims of violence). Since 
the categories of vulnerable persons are not exhaustive, each case should be considered and assessed 
individually, to identify specific factors/elements that could place an LGBTIQ applicant in a vulnerable situation 
or cause them to have special reception needs.  

11 

 
EUROPEAN UNION AGENCY FOR ASYLUM 

identify the main areas of concern and establish the relevant mitigation measures to 
be applied, making sure that those measures are integrated into the existing practices, 
and that these are known and followed by all staff. 

Building on the general principle of Article 24 RCD (2024) (18) and the overarching principles 
mentioned above, the following list recalls some of the provisions on reception conditions that 
are relevant to the specific needs, challenges and thus special reception needs that LGBTIQ 
applicants might have. Each provision is followed by specific considerations for a SOGIESC-
sensitive and -inclusive application of the RCD (recast) and the RCD (2024) respectively (19). 

Table. SOGIESC considerations on key reception provisions 

Information 

Applicants in reception can receive information about their rights and tailored services that 
are relevant to and/or addressed to LGBTIQ applicants and how to access them. Examples 
include dedicated housing facilities, access to non-food items (NFIs) (20), healthcare 
(including sexual and reproductive health (SRH)) (21), legal aid and organisations that might 
be able to help or inform them concerning the available reception conditions, including 
healthcare. The latter might include LGBTIQ organisations as well. 

Detention 

LGBTIQ applicants may only be detained if other, less coercive, alternative measures 
cannot be applied effectively and only on the basis of an individual assessment. 

Where there is a risk to, or an incident that compromises, an LGTBIQ detainee’s safety and 
well-being (22), immediate actions are taken to transfer the detainee to a safe location and to 
provide appropriate support (e.g. medical, psychosocial). 

The applicant’s SOGIESC are primarily considered regarding their allocation in male or 
female detention facilities, especially when it comes to trans and intersex applicants. Their 

(20)

(18) As also reflected in Article 21 RCD (recast).
(19) The following considerations and guidance should always be read in conjunction with each EU+ countries’
national law transposing the RCD (recast) into the national legal frameworks, as variations of practices and
provisions may apply.
In this guide, NFIs refer to essential household items other than food, including clothes, personal hygiene
products, cleaning and laundry products, bed linen and towels. In the context of school-age applicants, NFIs
also include school utensils. The provision of NFIs should always take place while taking into consideration the
family situation of the applicant. Specifically, the composition of the NFIs and the quantity provided should take
into account the personal needs of the applicant in question (e.g. wheelchair for persons with mobility
limitations, glasses).

(21) SRH refers to one’s complete physical, mental and social well-being in all matters relating to the reproductive

system. When it comes to reproductive healthcare, this may include – but is not limited to – activities,
programmes and the provision of information regarding pregnancy, fertility, contraception and family planning,
termination of pregnancy, maternal and newborn care, family planning, human immunodeficiency virus (HIV) /
sexually transmitted infection (STI) prevention and management, prevention and response to GBV and the
facilitation of preventive screening, early diagnosis and treatment of reproductive health illnesses.

(22) According to the International Detention Coalition, transgender persons are 15 times more likely to be sexually
assaulted than cisgender populations while in detention (International Detention Coalition, LGBTI Persons in
Immigration Detention, position paper, June 2016, p. 10).

12 

PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

opinion and preference on the most appropriate detention facility must be considered to 
ensure their safety and well-being. Where possible, separate facilities are allocated to 
detainees with diverse SOGIESC, taking care to avoid administrative segregation and 
stigmatisation and without hindering their access to vital services and goods. If the safety 
and/or well-being of an LGBTIQ applicant is jeopardised, their release or referral to 
alternatives to detention needs to be considered and prioritised. 

LGBTIQ applicants in detention have the right to communicate with and receive visits from 
persons representing the United Nations High Commissioner for Refugees (UNHCR), as well 
as family members, legal counsellors and persons representing non-governmental 
organisations (including LGBTIQ organisations) recognised by the Member State concerned, 
in a manner that respects their privacy. More precisely, with regard to family members, 
those might include the detainee’s same-sex spouse or unmarried partner in a stable 
relationship, if this person (family member) falls within the definition of family members of 
the RCD (2024) (23) (and RCD (recast)). 

LGBTIQ applicants have unhindered and continuous access to appropriate medication and 
necessary healthcare, including mental healthcare, access to human immunodeficiency 
virus (HIV) information and treatment. Medically transitioning trans applicants and intersex 
applicants previously receiving gender-affirming care or treatment (24) have the right to 
unhindered access to the same care while in detention when continuation of care is 
formally assessed as essential for their health and well-being. This is the case provided that 
such treatment is already available and feasible as per national law and practice, in the 
same way that it is provided for nationals. 

The detention of LGBTIQ children, either unaccompanied or accompanied, should be 
avoided. Other, more appropriate, accommodation arrangements should be pursued 
instead. Same-gender partners in a stable relationship, spouses and their family 
members (25) (including dependent adult persons, for example elderly parents) should be 
housed together in separate accommodation that guarantees adequate privacy. 

Families 

The family unity of same-gender spouses or partners in a stable relationship (26) and their 
family members (minor children and other dependent persons, for example elderly parents) 
is respected throughout the reception process. This includes the provision and allocation of 

(23) Article 2(3), point (a) RCD (2024).
(24) Gender-affirming care (or gender confirmation/affirmation care) includes a range of social, psychological,

behavioural and medical interventions ‘designed to support and affirm an individual’s gender identity’ when it
conflicts with the gender they were assigned at birth. The interventions help trans people align various aspects
of their lives – emotional, interpersonal and biological – with their gender identity. They can include non-
surgical care – such as hormone therapy, speech therapy and mental health services – and surgical care,
including genital reconstruction, breast reconstruction and facial plastic surgery. For more information, consult
EUAA, Practical guide on applicants with diverse sexual orientations, gender identities, gender expressions
and sex characteristics – Information note, October 2024, Chapter 1. SOGIESC terms and concepts.

(25) As per the definition provided in Article 2(3)(a) RCD (2024), which covers ‘[the spouse of] the applicant or his or
her unmarried partner in a stable relationship, where the law or practice of the Member State concerned
treats unmarried couples as equivalent to married couples.’
Ibid.

(26)

13 

EUROPEAN UNION AGENCY FOR ASYLUM 

housing and provided that the concerned applicants have agreed with them being allocated 
together. 

Arrangements for material reception conditions 

LGBTIQ applicants and their families are allocated in safe and appropriate accommodation, 
taking into account their specific needs and views. Particular attention is drawn to the 
allocation of trans and intersex applicants (Box Housing – SOGIESC-specific 
considerations). 

Within the accommodation facility, LGBTIQ applicants have the right to communicate with 
persons representing the UNHCR and with family members, legal counsellors and persons 
representing non-governmental organisations, including LGBTIQ organisations, in a manner 
that respects their privacy. 

All staff in contact with applicants are bound by confidentiality when it comes to sensitive 
data they become aware of in the course of their work, including an applicant’s 
SOGIESC (27). 

LGBTIQ applicants are involved in issues and practices pertaining to the management of 
material resources and non-material aspects of life in the accommodation centre. This is 
performed in a manner that respects their safety, well-being and dignity and mitigates the 
risk of outing and unwanted or unnecessary exposure (‘outing’). 

Healthcare 

LGBTIQ persons have access to necessary healthcare, including emergency care, essential 
treatment of illnesses and sexual and reproductive healthcare as well as access to relevant 
information and prevention. 

LGBTIQ applicants have access to appropriate mental healthcare, including psychosocial 
support and medication where needed. 

LGBTIQ applicants make informed decisions about medical care, including surgeries and 
medications. 

Intersex applicants should not be advised to undergo non-vital, medically unnecessary sex-
normalising surgery or treatment which aim to alter their sex characteristics, including 
sterilisation, without their prior, free and informed consent. Such interventions should 
especially be avoided in the case of children (28). 

(27) Unless the person concerned has provided their informed consent for the release of information to a specific

third party or parties as well as where there are specific national rules and regulations where confidentiality
can be breached (e.g. in an emergency or life-threatening situation).

(28) See also European Union Agency for Fundamental Rights Agency (FRA), The Fundamental Rights Situation of

Intersex People – FRA Focus, April 2015, pp. 5–7. In the case of children, the precondition of ‘informed
consent’ is significantly challenging, as the minimum age from which a child is involved in the decision-making
process varies among Member States. The lack of a child’s legal capacity may be overcome by the use of
other mechanisms and means (e.g. informed consent of a parent/legal representative, court decision);
however, it is widely acknowledged and recommended that intersex children should not undergo unnecessary
medical interventions at all, as those may result in irreversible health conditions and even sterilisation (see also
Council of Europe, Parliamentary Assembly, Resolution 2191 (2017) – Promoting the human rights of and
eliminating discrimination against intersex people, 2017, especially paragraph 7).

14 

PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

Applicants who have undergone female genital mutilation/cutting (FGM/C) or intersex 
genital mutilation (IGM) have access to necessary and appropriate reparative treatment (29). 

Access to healthcare is provided in accordance with an applicant’s real health needs, 
irrespective of the sex/gender marker in their official documents or their self-identified 
gender. 

LGBTIQ applicants (or those perceived as LGBTIQ) should not being subjected to 
‘conversion’ therapy practices (30). 

Assessment of special reception needs 

The situation and the specific needs of LGBTIQ applicants are continuously monitored and 
assessed and, where there is a need, such applicants are transferred to appropriate 
housing and/or referred to specialised support, including to LGBTIQ organisations, legal aid, 
psychosocial support, healthcare and support services for victims of GBV, FGM and IGM. 
For more information on conducting individual assessment, consult Chapter 3. Identification, 
assessment and response to the needs of applicants with diverse SOGIESC. 

Minors 

The best interests of LGBTIQ children are taken into primary consideration throughout the 
reception process. When assessing their best interests, Member States take into account 
their well-being, safety and social development, considering also the intersections among 
their SOGIESC and other factors, such as the situation within their family, community and 
the reception facility. The views and wishes of LGBTIQ children are taken into 
consideration, including those that are linked to or associated with the experience and 
expression of their own SOGIESC (e.g. a trans child’s self-identified gender is a factor to be 
primarily considered when assessing their best interests; similarly, an intersex child might 
not identify with the sex/gender marker assigned to them at birth or present in their official 
documentation). 

LGBTIQ children have access to leisure activities on equal terms with all children, including 
play and recreational activities appropriate to their age within the premises and 
accommodation centres referred to in Article 20(1), points (a) and (b) RCD (2024) (31) and to 
open-air activities and access to rehabilitation services for those who are victims of abuse, 
neglect and exploitation. 

LGBTIQ children are accommodated with their parents, their unmarried minor siblings or 
with the adult responsible for them whether by law or by the practice of the Member State 
concerned, provided it is in their best interests, following a relevant assessment. 

Those working with children, including guardians and other representatives (depending on 
national law and practice), should have received and continue to receive appropriate 

(29) That may include reconstructive surgery or access to specific medication, following an individual assessment

and provided that such treatment is already available and feasible as per national law and practice, in the same
way that it is provided for nationals.

(30) For more information on ‘conversion’ therapy and its impact, consult EUAA, Practical guide on applicants with
diverse sexual orientations, gender identities, gender expressions and sex characteristics – Information note,
October 2024, Section 2.2 Intersectionality in asylum.

(31) And Article 18(1) RCD (recast).

15 

EUROPEAN UNION AGENCY FOR ASYLUM 

training on the rights and needs of minors, including training on SOGIESC-related elements, 
as well as particular elements of SOGIESC pertaining to asylum. 

Unaccompanied minors 

The housing allocation of LGBTIQ unaccompanied children is to be made following a 
thorough assessment of their best interests, on an individual basis, considering their safety, 
well-being and their social development. Their views and wishes are also heard and 
considered, taking into account their age and maturity and regarding their personal 
experience and expression of their own SOGIESC. 

 Victims of torture and violence 

LGBTIQ persons who have been subjected to trafficking in human beings, torture, rape or 
other serious acts of violence, including GBV, receive the necessary treatment, in particular 
access to appropriate medical and psychological treatment or care that takes into account 
their particular needs and identities in relation to their SOGIESC. 

Those working with victims of torture, rape or other serious acts of violence, including 
medical staff, should have access to training, among other things, on the particular needs 
and relevant treatments of persons with diverse SOGIESC and are bound by the 
confidentiality rules provided for in national law in relation to any information they obtain in 
the course of their work. 

Staff and resources 

Staff working directly with applicants in reception should have access to basic training on 
SOGIESC issues and SOGIESC in asylum (32). Staff conducting or otherwise involved in the 
assessment of special needs (assessors) or case management (case managers) should have 
access to more advanced training on SOGIESC (for more information on training, consult the 
Practical guide on applicants with diverse SOGIESC – Cross-cutting elements, Section 5.3. 
Staff capacity building on SOGIESC). 

Housing – SOGIESC-specific considerations 

Member States may provide various types of housing for applicants. The housing type may 
range from collective accommodation centres to alternative arrangements, including private 
houses, flats, hotels or other premises adapted for housing applicants. At the same time, as 
provided in recital 37 RCD (2024) (33) ‘the reception of persons with special reception needs 

(32) Such training may cover the following areas: introduction to core SOGIESC elements and terms and elements
specific to displaced LGBTIQ people; the basic legal framework; understanding intersecting identities and
experiences of displaced LGBTIQ persons; norms and addressing implicit bias; respectful and inclusive
language and communication; establishing safe spaces; risk mitigation for applicants with diverse SOGIESC;
and timely and safe responses to incidents of discrimination, violence and abuse. Specialised reception
workers who are involved in vulnerability management (identification, assessment, response, case
management) should receive more advanced training, including training in techniques for interviewing LGBTIQ
applicants and training on managing individual cases.
(33) This article is also reflected in recital 14 RCD (recast).

16 

PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

should be a primary concern for national authorities in order to ensure that such reception is 
specifically designed to meet their special reception needs’. 

Housing is a key concern for applicants with diverse SOGIESC. Due to their non-conforming 
characteristics or identities, they may experience violence and harassment in collective 
accommodation facilities. In some cases, though, LGBTIQ people might feel more safe and 
comfortable living with other members of their communities. Therefore, reception 
authorities always need to make sure safety considerations are in place and that the 
situation of those applicants is continuously assessed and monitored in an individual 
manner. 

The location of housing facilities is a key parameter; relevant services, such as public 
services, schools, stores for daily needs, healthcare, legal assistance and other relevant 
organisations should be in proximity. Trans and intersex applicants, as well as those 
subjected to FGM or IGM, might need specific medical treatment or care (e.g. reparative 
care) that is not available in all locations. 

When it comes to housing allocation, the principle of family unity should always be 
respected and the best interests of children always considered prior to any allocation of 
applicants within the housing system – including those with diverse SOGIESC (see also the 
Table SOGIESC considerations on key reception provisions and especially the sections 
Families; Minors; and Arrangements for material reception conditions). In addition, and 
irrespective of the type of housing (collective or individual), separate lockable bedrooms 
should exist for single applicants of different genders. Similarly, in collective housing 
facilities, separate and lockable sanitary and bathroom facilities should be allocated for 
male and female applicants, and, ideally, there should be a smaller number of gender-
neutral units. 

When there is a need to respond to safety risks and challenges faced by LGBTIQ applicants 
in collective accommodation (e.g. harassment, discrimination), reception authorities should 
consider the availability and provision of separate accommodation options, such as safe 
houses or individual housing or reallocation to a centre with separate housing options. This 
is also the case where there is a need to provide housing to LGBTIQ applicants who are 
particularly vulnerable (e.g. victims of GBV and persons with serious health conditions). If 
separate housing is not available, a dedicated place within the collective facility should be 
ensured with increased privacy, en suite bathroom and fewer people cohabitating; 
reallocation to another centre, potentially close to LGBTIQ networks and relevant support 
might also be considered. 

Remember there is no one-size-fits-all approach for all LGBTIQ applicants; the selection of 
the most appropriate housing option or modality for an LGBTIQ applicant (and their family) 
should always be made on an individual basis, following an identification and assessment of 
their own specific needs and taking into consideration their own preferences and 
experiences (see also Chapter 3. Identification, assessment and response to the needs of 
applicants with diverse SOGIESC). 

Examples of SOGIESC-friendly accommodation include confidential housing for vulnerable 
applicants, dedicated apartments for LGBTIQ applicants as well as accommodation 

17 

EUROPEAN UNION AGENCY FOR ASYLUM 

provided by the private accommodation sector (short-term housing for persons with special 
reception needs, including LGBTIQ people). 

In relation to LGBTIQ unaccompanied children, the allocation of housing and the selection 
of the most appropriate care arrangements should be made on the basis of an individual 
assessment of each child’s needs and characteristics (the best interests assessment). 
Children’s voices and wishes must be heard when deciding on the most suitable housing 
modality. For instance, in the case of trans children, particular attention should be paid to 
the selection of a boys’ or girls’ collective housing centre – the child’s wishes and views and 
the opinion of their guardian or other counsellor or representative should be considered. 
Particular attention should be paid to potential risks before deciding to place LGBTIQ 
unaccompanied children in the care of families in the host country (e.g. in kinship care, 
foster care or other forms of family-based care), where such schemes are applicable. 

Other useful resources 

•

•

•

•

•

The UNHCR has developed a need- to-know guidance which includes practical 
recommendations for policymakers, managers and staff working directly with 
applicants. The recommendations cover how to consider the specific needs of 
LGBTIQ people in displacement, covering a wide range of thematic areas (34).

The summary conclusions of the UNHCR Global Roundtable on Protection and 
Solutions for LGBTIQ+ People in Forced Displacement include recommendations to 
states on adopting specific measures to integrate the protection and respect of the 
rights of displaced LGBTIQ persons, including on reception-related areas (e.g. 
accommodation, healthcare, participation) (35).

The European region of the International Lesbian, Gay, Bisexual, Trans and Intersex 
Association has published a report highlighting good practices related to LGBTIQ 
applicants in Europe, including a specific chapter on reception conditions (36).

The Rainbow Welcome! project has developed a guide aimed at improving 
reception conditions in LGBTIQ shelters, LGBTIQ associations and reception centres 
for applicants and refugees (37).

In Queering Asylum in Europe, Section 9.2. Physical and mental health (38)), there is 
an overview of practices in relation to LGBTIQ applicants’ access to healthcare 
services in certain countries (Germany, Italy and the United Kingdom), including 
access to specialised treatment, such as mental healthcare, treatment in response to 
GBV and torture, hormone treatment and HIV-related care.

(34) UNHCR, Working with lesbian, gay, bisexual, transgender, intersex and queer (LGBTIQ+) persons in forced 

displacement – Need to Know Guidance, Geneva, 2021.

(35) UNHCR, 2021 Global Roundtable on Protection and Solutions for LGBTIQ+ People in Forced Displacement –

Summary conclusions, Geneva, 2021.

(36) European region of the International Lesbian, Gay, Bisexual, Trans and Intersex Association, Good practices 

related to LGBTI asylum applicants in Europe, 2014, in particular Chapter 10.

(37) Rainbow Welcome! project, Improving the reception of LGBTIQ+ asylum seekers and refugees in Europe –

Practical guide for social workers and actors on the ground, 2022.

(38) Danisi, C., Dustin, M., Ferreira, N. and Held, N., ‘Physical and mental health’ in Queering Asylum in Europe, 

Springer, Cham, 2021.

18 

PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

Good practices 

•

•

•

•

•

The federal action plan for an LGBTIQ-friendly Belgium includes a total of 133
measures to strengthen the rights of LGBTIQ persons from various federal policies.
The plan pays particular attention to vulnerable groups, including LGBTIQ applicants
and beneficiaries of international protection, with a focus on training, information
provision and referral, taking into account their special reception needs (39).

In Belgium, several accommodation places are labelled according to their
accessibility/adaptability for certain categories of applicants, such as applicants with
reduced mobility or applicants with serious health concerns (who need a specific
room infrastructure or proximity to medical facilities) and rooms for other categories
of vulnerable applicants (e.g. those who need to be in the vicinity of the staff offices
or near sanitary facilities).

The Berlin model constitutes a reception and integration strategy that recognises
and accounts for the special vulnerability of LGBTIQ applicants. Among other
services, it provides counselling on asylum processes, specific counselling on anti-
violence and anti-discrimination, psychological counselling and healthcare;
promotes empowerment and the set-up of self-help groups; runs a specific shelter
for LGBTI refugees; and provides for training for managers and staff members of
refugee shelters, public administration, refugee advice centres, security personnel
and others (40).

In the French reception system, some 200 places are specifically adapted to the
needs of vulnerable applicants with diverse SOGIESC. Safety and security measures
are particularly considered and staff are properly trained to respond to the specific
needs of this group of applicants (including health and mental health concerns,
social integration, anti-discrimination and legal counselling). Partnerships with
LGBTIQ organisations and health providers are in place and based on a
multidisciplinary approach. For allocation to these adapted places, the applicant’s
own views are considered, among other elements. The programme is part of the
country’s Plan Vulnérabilités (Vulnerabilities Plan) (41).

In Greece, within the framework of the emergency support to integration and
accommodation programme, the UNHCR and its implementing partners provided
specialised accommodation for LGBTIQ applicants, housing them in dedicated
apartments in urban areas and providing them with legal and psychosocial support
systems from 2016 to 2021 (42).

(39) For more information, consult Equal.be, ‘Plan d’action SOGIESC’, 2021–2024 (also available in German, French

and Dutch).

(40) Berlin State Office for Equal Treatment and against Discrimination, ‘LGBTI refugees – situation, protection and

support’, factsheet 09e, Berlin, 2016.

(41) Ministère de l’Intérieur (Ministry of the Interior, France), Plan Vulnérabilités, May 2021 (available in French).
(42) Solidarity Now, ‘Completed programs – hosting and accommodation programs’, January-December 2022.

19 

EUROPEAN UNION AGENCY FOR ASYLUM 

2. 

Risk mitigation for LGBTIQ applicants in 
reception 

Persons with diverse SOGIESC are often discriminated against, harassed or marginalised as 
they do not conform to the predominant sociocultural model and the societal expectations in 
the country of origin and/or the country of asylum. (Consult also the Practical guide on 
applicants with diverse SOGIESC – Cross-cutting elements, Chapter 2. Intersectionality in 
asylum). LGBTIQ individuals are particularly exposed to discrimination, abuse, violence or 
physical and mental health-related risks in their country of origin, in transit and in the country 
of asylum. Other types of risks and factors, such as pre-existing trauma, physical and mental 
health conditions might further deteriorate or intensify if not properly identified and mitigated.  

Specific measures and policies in reception can reduce the chance of these risks occurring, 
while having a response mechanism in place can lessen the impact when harmful acts take 
place. Taking these steps can help mitigate the risks LGBTIQ applicants face and create a 
safer environment for them. 

This chapter consists of two sections, covering (i) the analysis of the main risks (non-
exhaustive) faced by LGBTIQ persons and their impact (Section 2.1. Risks for applicants with 
diverse SOGIESC) and (ii) a range of measures and ways to mitigate those risks (Section 
2.2. Risk mitigation). The measures and recommendations can also help reception authorities 
to design and implement practices for the assessment of reception conditions, by integrating 
specific considerations regarding LGBTIQ applicants. 

2.1. 

Risks for applicants with diverse SOGIESC 

The types of risks that LGBTIQ applicants might face, and the frequency of those risks might 
not always be precisely predicted. However, there are various factors that are known to 
increase the likelihood of those risks. These factors may serve as indicators for identifying 
potential risks and identifying or highlighting possible areas where risk mitigation measures 
can be taken. According to the ecological model, those factors can be divided into four levels: 
the societal, community, family and individual levels (43).  

•  Society. Societal factors are those profoundly rooted in our societies. They include 

prevailing cultural values, norms and structures, such as patriarchal views on gender 
and viewing men as superior to women, little or no tolerance of deviation from what is 
considered acceptable behaviour for men and women but also a generalised impunity 
regarding violent behaviour against certain groups. 

(43)  More information on the ecological framework can be found in Inter-Agency Standing Committee, Guidelines 
for integrating gender-based violence interventions in humanitarian action – Reducing risk, promoting 
resilience and aiding recovery, 2015. 

20 

 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

• Community. Community-level factors have to do with someone’s immediate

surroundings. Examples regarding SOGIESC include the community-wide acceptance
of violence and a ‘blame the victim’ attitude. Community-level factors also include the
conditions in a reception facility, such as a lack of safe places for at-risk groups, a lack
of reporting mechanisms, poorly or inappropriately designed infrastructure (such as
unsafe common areas), inappropriate allocation of applicants and a lack of specialised
services or properly trained staff.

•

•

Family. These factors refer to an applicant’s close relationships, such as those with
family members, partners and friends. This can include a family history of violence,
poor parenting skills, low socioeconomic status or being surrounded by people who
display homo/trans/bi/intersexphobic behaviour or even violence.

Individual. The factors that are identified on the individual level are associated with the
applicant directly. These factors can include inherent and intersecting characteristics,
such as someone’s own SOGIESC, nationality, religious beliefs, ethnic origin, physical
characteristics or age but also personal experiences and other circumstances.

Risks faced by LGBTIQ applicants while in reception mainly refer to: 

•

•

•

•

abuse and violence, including GBV, exploitation, trafficking and forced labour and
other types of inhuman or degrading treatment;

discrimination and/or exclusion regarding accessing necessary healthcare and support
services for victims of GBV, appropriate housing, education, leisure, employment and
other services in relation to socioeconomic rights;

stigmatisation, isolation, marginalisation, exclusion from family, society or other
community or support networks, and significant challenges in actively participating in
and integrating into society due to stigma, discrimination, prevailing prejudices and
biases;

serious physical and mental health issues, including complications in relation to trans- 
or intersex-specific healthcare, drug and substance use.

All the above risks are identified as critical and pose significant challenges to the LGBTIQ 
applicant’s safety, well-being but also their capacity to benefit from reception conditions. This 
chapter elaborates on certain categories of risks that are more or explicitly specific to 
SOGIESC. 

For more information on the risks faced by LGBTIQ applicants in conjunction with their 
intersecting identities and needs, consult the Practical guide on applicants with diverse 
SOGIESC – Information note, Chapter 2. Norms, biases and intersectionality. 

2.1.1.  Violence, coercion and deprivation 

Violence can take several forms and be expressed at various levels of severity, yet it always 
causes physical, psychological and/or emotional trauma. In a relevant report, the UN High 
Commissioner for Human Rights refers to acts of violence against individuals based on their 
sexual orientation and gender identity: ‘Homophobic and transphobic violence has been 
recorded in all regions. Such violence may be physical (including murder, beatings, 

21 

EUROPEAN UNION AGENCY FOR ASYLUM 

kidnappings, rape and sexual assault) or psychological (including threats, coercion and 
arbitrary deprivations of liberty)’ (44). 

With regard to GBV, recital 17 of the EU directive on the rights of victims defines GBV as 
‘[v]iolence that is directed against a person because of that person’s gender, gender identity 
or gender expression or that affects persons of a particular gender disproportionately’ (45). 
Furthermore, the EU directive on combating violence against women and domestic violence 
highlights that ‘[v]ictims experiencing intersectional discrimination are at a heightened risk of 
violence.’ They could include, among others, women applicants for international protection 
… lesbian, gay, bisexual, trans or intersex persons (46). 

For more information on the types of GBV, why it constitutes a human rights violation and 
how it affects the lives of victims, refer to the dedicated page of the Inter-Agency Standing 
Committee Task Force on Gender and Humanitarian Assistance (47). 

In the context of reception and with specific reference to LGBTIQ applicants, the most 
frequently addressed forms of violence and GBV (48) are as follows. 

•  Physical assault and harassment. LGBTIQ applicants are extremely vulnerable to

physical violence due to their non-conforming SOGIESC. In its more extreme form, it 
can lead to the victim’s death. Among LGBTIQ applicants, honour killings, referring to 
murders of individuals by someone (usually a family member) seeking to protect what 
they see as the dignity and honour of themselves or their family, are quite common. 

•  Sexual violence and exploitation. The term ‘sexual violence’ encompasses a wide
range of unwanted sexual behaviours, including sexual harassment, assault, 
exploitation and rape. Sexual violence is often used against LGBTIQ people to punish 
or ‘correct’ their behaviour (e.g. ‘corrective’ rape of lesbians, those perceived as 
lesbians or trans women). LGBTIQ – especially trans – applicants are particularly 
vulnerable to sexual exploitation and sex trafficking, as they lack strong support 
networks and are particularly marginalised in society (49). 

•  Harmful practices. LGBTIQ applicants may have been forced to undergo FGM, IGM or
‘conversion’ therapy. These harmful practices have lifelong physical and psychological 

(44)  UN Human Rights Council, Report of the UN High Commissioner for Human Rights on discriminatory laws and
practices and acts of violence against individuals based on their sexual orientation and gender identity, 
A/HRC/19/41, 2011, paragraph 20. 

(45)  Directive 2012/29/EU of the European Parliament and of the Council of 25 October 2012 establishing minimum
standards on the rights, support and protection of victims of crime and replacing Council Framework Decision 
2001/220/JHA (OJ L 315, 14.11.2012, p. 57). 

(46)  Recital 71 Directive (EU) 2024/1385 of the European Parliament and of the Council of 14 May 2024 on

combating violence against women and domestic violence (OJ L, 2024/1385, 24.5.2024). 

(47)  Inter-Agency Standing Committee Task Force on Gender and Humanitarian Assistance, Guidelines for

integrating gender-based violence interventions in humanitarian action, 2024. 

(48)  For more information on how GBV affects persons with diverse SOGIESC, consult the EUAA, Practical guide on
applicants with diverse sexual orientations, gender identities, gender expressions and sex characteristics – 
Information note, October 2024, Chapter 2.2.(b) Victims of gender-based violence.  

(49)  For more information on the intersections of SOGIESC with trafficking in human beings (THB), consult the

EUAA, Practical guide on applicants with diverse sexual orientations, gender identities, gender expressions 
and sex characteristics – Information note, June 2024, Section 2.2.(e) Trafficking in human beings. 

22 

PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

impacts on the person and may result in stigma, fear, isolation, rejection and serious 
mental health conditions.  

•  Domestic violence (50). LGBTIQ people can be at risk of experiencing violence at the 
hands of intolerant or unaccepting family members. LGBTIQ children and young 
people living with their families may also be particularly at risk, including 
homelessness, housing instability or lack of financial support due to family rejection. 

•  Forced marriage. LGBTIQ people are often forced to marry against their will as a 

means of ‘correcting’ their sexual orientation or gender identity. 

•  Psychological and verbal violence. LGBTIQ applicants are more prone to 

experiencing isolation, marginalisation, information being withheld from them or 
disinformation being spread about them. They might be threatened (i.e. digital 
violence), verbally degraded or manipulated as they face a continuous fear of stigma 
and outing. 

•  Coercion. LGBTIQ persons may be forced to give to money/goods or perform sexual 
acts or other favours in exchange for the abuser not fulfilling disclosing the victim’s 
SOGIESC to their friends or family. Coercion is also widely used in THB. 

•  Deprivation. It refers to the lack of or denial of access to and enjoyment of basic 

goods and necessities. It can take the following forms. 

  Denial of services. LGBTIQ applicants may experience denial of access to 
labour, housing, education or healthcare because of their SOGIESC.  

  Denial of resources. It refers to limiting or taking away someone’s access 
to resources. An example of this is denying an applicant access to LGBTIQ 
support services by intentionally not sharing this information or assigning 
housing in areas without any LGBTIQ-specific support. A denial of 
resources also includes basis necessities such as access to food and NFIs 
(e.g. hygiene materials). 

2.1.2.  Physical and mental health risks 

When it comes to physical and mental health, major risks for LGBTIQ applicants include, 
among others, the physical or mental impact and consequences or complications of FGM, IGM 
and ‘conversion’ therapy practices (51). Due to the chronic and prevailing discrimination and 
stigma they face on the basis of non-conforming SOGIESC – in their countries, in transit and 
also in their countries of asylum – LGBTIQ applicants might face (or continue to face) serious 
mental health concerns, including post-traumatic stress disorder (PTSD), anxiety, depression, 
eating disorders, self-harm and suicide ideation (52). For those involved in transactional sex, 

(50)  Domestic violence includes all ‘acts of physical, sexual, psychological or economic violence that occur within 
the family or domestic unit or between former or current spouses or partners, whether or not the perpetrator 
shares or has shared the same residence with the victim’ (Article 3 of the Council of Europe Convention on 
Preventing and Combating Violence against Women and Domestic Violence, Council of Europe Treaty Series – 
No 210, 2011). 

(51)  For more information on ‘conversion’ therapy and its impact, consult the EUAA, Practical guide on applicants 
with diverse sexual orientations, gender identities, gender expressions and sex characteristics – Information 
note, October 2024, Section 2.2. Intersectionality in asylum. 

(52)  For more information and guidance on mental health concerns and needs, consult the EUAA, Practical Guide 

on Mental Health and Well-Being of Applicants for International Protection – Part II: First-line officers, 2024. 

23 

 
EUROPEAN UNION AGENCY FOR ASYLUM 

the risk of being infected with HIV and other sexually transmitted infection (STIs) remains 
higher. Prevalence of substance use, as a negative coping mechanism, is also a significant 
concern. 

For trans and gender non-conforming people, health concerns are particularly relevant before 
transitioning or in the early stages of transition. For those under hormone treatment or where 
such treatment has been suddenly interrupted (53), potential side effects might have serious 
consequences for a person’s physical and mental health. Sometimes hormone products are 
obtained without medical supervision and they are often of low quality; they may thus carry 
serious health risks. This is often exacerbated by a lack of medical supervision, including 
monitoring of various health indicators (e.g. through regular blood tests) and individuals may 
therefore arrive in Europe with related health issues.  

Furthermore, intersex children may have been subjected to surgeries, hormonal treatments 
and other interventions to align their sex characteristics with societal expectations about 
typical male and female bodies. In most cases, there is not a medical necessity for these 
interventions. Surgery is typically irreversible and may have a wide range of severe, negative 
physical and psychological impact on the person’s health and may result in sterilisation. 
Parents of intersex children often face pressure to agree to such surgeries or treatments 
without being informed of alternatives or about the potential negative health impact or 
consequences (54). 

Besides the health conditions themselves, LGBTIQ applicants in reception may face barriers to 
accessing healthcare due to their SOGIESC. Some of them may avoid or delay receiving 
appropriate care because of perceived or actual homo/bi/trans/intersexphobia and 
discrimination from healthcare providers (55). 

Similarly, trans and non-binary people often encounter additional barriers in attaining 
gynaecological and sexual and reproductive healthcare (56). Providers and staff often make 
assumptions about the gender identity or expression of patients in a women’s health clinic. 
They might also lack cultural competence in caring for trans and non-binary patients. 

(53)  Transgender Europe, ‘Asylum seekers’ need for trans-specific healthcare: trans-specific healthcare in reception 

conditions’, 2018. 

(54)  The UN considers surgery and other unnecessary treatments performed on intersex individuals to be a 

fundamental human rights violation (International Organization for Migration, International standards on the 
protection of people with diverse sexual orientation, gender identity, gender expression and sex 
characteristics (SOGIESC) in the context of migration, international migration law information note, 2021, p. 27). 
Furthermore, in a resolution adopted on 14 February 2019, the European Parliament strongly condemned sex-
normalising treatments and surgery on intersex persons (European Parliament, European Parliament resolution 
of 14 February 2019 on the rights of intersex people (2018/2878(RSP)), Strasbourg, 2019). 

(55)  According to a survey conducted by FRA in 2014 on the experiences and situation of trans people in the EU, 
around one in five respondents who accessed healthcare services (22 %) or social services (19 %) in the year 
preceding the survey felt that healthcare or social services personnel discriminated against them because they 
were trans. See FRA, Being Trans in the EU – Comparative analysis of the EU LGBT survey data. Summary, 
2014. 

(56)  For instance, trans men and non-binary persons may also undergo pregnancy and should, in such cases, 
benefit from measures for pregnancy and birth-related care without discrimination based on their gender 
identity. 

24 

 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

2.2.  Risk mitigation 

As previously explained, a wide range of interconnected factors contribute to the likelihood of 
one being a victim of violence, coercion or deprivation or facing serious issues related to their 
safety, overall well-being as well as physical and mental health. As managers, policymakers 
and staff in reception, you can take concrete steps and actions towards lessening the impact 
of those factors and therefore mitigating the multiple risks that occur as a result. This process 
is called risk mitigation. 

Working on risk mitigation is a worthwhile, proactive endeavour that focuses on prevention 
and can significantly contribute to the safety and well-being of applicants. For that reason, 
continuous review, monitoring and evaluation of the reception system, including risks, is 
essential. Risk mitigation is not a one-off task but a continuous and systematic process that 
includes a range of phases: identification of risk areas, determination and implementation of 
risk mitigation measures, monitoring, reporting, evaluation/assessment and adjustments made 
based on the assessment. 

In the following boxes, key recommendations are proposed in the form of a list for assisting 
policymakers, managers and reception workers in identifying key areas of concern and 
implementing risk mitigation measures. 

The analysis is structured around seven topics: 

1.  design and layout of the reception facility, 

2.  reception process and reception conditions, 

3.  management of vulnerabilities and special needs, 

4.  information provision, 

5.  participation and outreach, 

6.  human resources and knowledge, 

7.  external coordination and cooperation. 

Under each topic, underlying areas of concern are provided in line with the key 
recommendations. In several cases, the recommendations are immediately preceded by 
relevant good practices. 

25 

 
 
EUROPEAN UNION AGENCY FOR ASYLUM 

Table. Design and layout of the reception facility 

1. Design and layout of the reception facility 

Registration areas 

The registration area ensures confidentiality and privacy so that the applicants feel safe to 
share sensitive information. 

Consultation offices 

Consultation offices used for private sessions with applicants ensure confidentiality and 
privacy so that the applicants feel safe to share sensitive information. 

Accommodation 

Persons with special needs, including LGBTIQ applicants and their families, can be allocated 
near administration or security offices within the reception centre; safety and security 
concerns are also considered, to avoid those particular accommodation units being 
targeted by other residents (for example by taking security measures such as ensuring staff 
presence nearby, restricting access or providing panic buttons). 

Common areas (57) 

Common areas are safe and accessible to all on equal terms, including LGBTIQ applicants. 

Where LGBTIQ-designated areas exist and are functional, safety and security are ensured to 
avoid violence, harassment or stigmatisation (e.g. this can be done by avoiding those 
particular areas being labelled as LGBTIQ areas by other residents, or, alternatively, by 
taking measures such as ensuring staff presence near the area, restricting access or 
providing panic buttons). 

Good practice. LGBTIQ applicants have safe access to physical spaces (e.g. 
community hubs, peer-to-peer support groups) where they can interact with each 
other, be informed about rights and services and feel empowered. Such spaces 
can be run by reception staff or specialised LGBTIQ service providers (including 
civil society organisations (CSOs)) or by the applicants themselves and can also 
serve as entry points for identification and response to GBV and other harmful acts. 

Water and sanitary facilities (58) 

Water and sanitary facilities are easily and safely accessed by all and on equal terms, 
including persons with diverse SOGIESC. That includes, for example, that they are located 
close to the accommodation area(s), they have adequate lighting and lockable doors and 
the privacy of sanitary units is ensured at all times. 

(57)  The term ‘common areas’ refers to spaces that applicants use and spend time within a collective reception 

facility. Those include indoor or outdoor areas used for cooking, eating and group activities (e.g. sports, leisure, 
language classes, group information sessions, religious practice) and places used for community-run activities 
and meetings. 

(58)  Water and sanitary facilities include those that provide access to drinking water, laundry, showers/bathrooms, 

toilets and waste management. 

26 

 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

Good practices  

•  These facilities are located near buildings allocated to administration/reception 

staff or security staff. 

•  Separate toilets, sinks and shower facilities are provided based on gender (and 

are visibly and understandably marked), except in small accommodation 
facilities (59). 

•  Trans applicants have safe and equal access to their preferred facilities in 

terms of gender. 

• 

In collective reception centres, a small number of dedicated gender-neutral 
toilets and shower facilities are established. 

Within the reception management system, it is possible to allocate accommodation close to 
water and sanitary facilities to particularly vulnerable applicants such as applicants with 
diverse SOGIESC. 

Good practice. In collective reception centres, dedicated accommodation units with 
en suite bathrooms are available for LGBTIQ persons and/or other persons with 
special reception needs. 

Lighting 

The whole reception facility has adequate lighting, especially the areas for and around the 
accommodation units and the water and sanitary facilities. 

Table. Reception process and reception conditions  

2. Reception process and reception conditions  

Documentation used in reception 

In addition to their official documentation, applicants can self-identify and register their 
preferred name, alias and pronouns on identification documents issued by the reception 
authority (where applicable as per national law or practice). 

Relevant registration forms in reception can include information on one’s self-identified 
gender identity in addition to sex assigned at birth (where applicable as per national law or 
practice). 

Family unity in housing allocation 

Family unity is respected in relation to the allocation of housing. This includes the family 
unity of same-sex spouses or unmarried partners in a stable relationship (60), their minor 
children and other dependents; in the case of children, this includes the adult responsible 
for the applicant, whether by law or by the practice of the state concerned and taking into 
account a best interests assessment. 

(59)  Apartments, studios and other housing for fewer than 12 persons could be excepted. 
(60)  In accordance with the definition provided in Article 2(3), point (a) RCD (2024), which covers ‘[the spouse of] 

the applicant or his or her unmarried partner in a stable relationship, where the law or practice of the Member 
State concerned treats unmarried couples as equivalent to married couples.’ 

27 

 
EUROPEAN UNION AGENCY FOR ASYLUM 

Allocation of applicants with special needs 

Within the reception system, safe housing options are available for LGBTIQ applicants (and 
their families) (61). 

When deciding the most suitable housing option for an applicant, their SOGIESC are 
considered. 

It is possible to transfer an applicant to another, safe and appropriate housing option, where 
needed (e.g. on the basis or assessment of their special needs, including SOGIESC or 
because they are a victim of harassment or violence) (62). 

LGBTIQ applicants and their families are allocated to areas where they can easily access 
services and supportive networks. 

The views and concerns of LGBTIQ applicants are considered, alongside other factors, 
when deciding on the most suitable option (accommodation), especially those of trans, 
gender non-conforming, non-binary or intersex applicants. 

Gender and SOGIESC considerations in the provision of reception conditions 

The family unity of same-sex couples or unmarried partners in a stable relationship (63) and 
their families is respected throughout the reception process and in all matters related to the 
provision of material reception conditions (distribution of NFIs and food, financial allowance, 
vouchers, etc.). 

Programmes and activities related to the applicants’ access to the labour market ensure that 
LGBTIQ applicants and their needs are considered. 

LGBTIQ children have unhindered access to education on the same terms as other children. 

Healthcare and SRH 

All applicants, including LGBTIQ applicants have access to emergency care, essential 
healthcare and treatment, including mental health and SRH. These services are provided in 
line with the real needs of each applicant (particularly relevant to the specific needs of trans 
and intersex persons).  

Information on SRH is targeted at all applicants, so that even applicants with diverse 
SOGIESC who have not disclosed them or do not want to are given the necessary 
information on where to seek help and services. 

Good practice. SRH information (group or one-to-one) sessions are delivered, 
targeting groups with specific needs (e.g. persons with diverse SOGIESC, persons 
engaging in transactional sex), in a manner that ensures privacy and does not 
expose participants to outing and unnecessary or unwanted public exposure of 
their SOGIESC. 

SOGIESC- and gender-specific considerations are taken into account in the design and 
provision of healthcare services. This includes the availability of medical staff of all genders 

(61)  See also Box Housing – SOGIESC-specific considerations.  
(62)  See also Chapter 3. Identification, assessment and response to the needs of applicants with diverse SOGIESC. 
(63)  In accordance with the definition provided in Article 2(3), point (a) RCD (2024), which covers ‘[the spouse of] 

the applicant or his or her unmarried partner in a stable relationship, where the law or practice of the Member 
State concerned treats unmarried couples as equivalent to married couples.’ 

28 

 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

(including interpreters deployed to healthcare providers), gender-segregated healthcare 
facilities, respectful communication and use of gender-sensitive language by medical staff. 

Medical staff are aware of the particular health needs of LGBTIQ persons, informed on 
human rights issues relevant to gender minorities, i.e. the de-pathologising of trans 
identities and trained on recognising and responding to GBV. 

Response services pertaining to the clinical management of rape are equally available to 
men and trans applicants who are victims of GBV. 

Good practice. Trans applicants have access to gender-affirming care, when 
discontinuation (if such treatment was previously initiated) or lack of access might 
have severe physical or mental consequences to the concerned person, following 
an individual assessment (64). 

When it comes to intersex applicants, including children, medical staff should not advise, 
pressure or coerce those persons or the children’s parents (or legal representatives) to 
undergo or consent to unnecessary medical interventions that do not correspond to their 
actual medical needs. 

Intersex children and their parents (or legal representatives) receive adequate and up-to-
date information on the rights and needs of their children, including their right not to 
undergo any non-vital, medically unnecessary intervention; the right to dignity, physical and 
psychological integrity, and participation; and the right to have their views heard and to be 
properly informed. 

Reception workers (including medical staff) should not advise or pressure LGBTIQ 
applicants (or the LGBTIQ children’s parents or legal representatives) to undergo (or 
consent to) LGBTIQ ‘conversion’ therapy.  

Access to food and NFIs 

LGBTIQ – especially trans, non-binary and intersex – applicants have access to appropriate 
hygiene materials, according to their actual needs (65). 

The distribution of goods (e.g. food, NFIs) takes place in a manner that is safe for LGBTIQ 
applicants (e.g. alternatives are pursued when public disclosure might expose them to 
safety risks). 

Good practice. Distribution points or areas are close to administrative areas or to 
the police/security premises and closely monitored. The applicant’s views and 
concerns on their preferred distribution modalities are considered (e.g. individual 
distributions of items to specific applicants could be considered on an ad hoc basis, 
or alternatively, gender-disaggregated distributions). 

Prevention of and response to violence 

Applicants receive information about the different types of violence and abuse they may 
experience, including GBV, THB, coercion and deprivation (66). The information is conveyed 

(64) For more relevant information about various EU+ country practices on the access of applicants to transgender- 
related healthcare, consult FRA, Current migration situation in the EU: Lesbian, gay, bisexual, transgender and
intersex asylum seekers, March 2017, p. 14.

(65) For example, trans men have access to menstrual hygiene items.
(66)

Including information on the right to be free from violence and other harmful acts, the impact of those acts and
the fact that such acts are prohibited and criminalised in the host country.

29 

EUROPEAN UNION AGENCY FOR ASYLUM 

using the most suitable channels, having regard at all time to the safety and confidentiality 
of LGBTIQ persons. 

There is a mechanism in place for reporting and responding in a safe manner to incidents of 
violence that take place in reception facilities. The mechanism also provides support for 
victims and actions for holding the perpetrators accountable (67). Staff in reception are 
aware of this mechanism, their exact roles are clearly indicated and staff specialised in 
SOGIESC have a core role in the response, including the provision of support to victims. 

Applicants are informed of the reporting mechanisms and/or other channels and ways to 
report violence and seek assistance safely (68) when such acts take place (either in or out of 
the reception centre) and their rights as victims of violence in the host country. 

Where applicable, information is made available to applicants regarding existing national or 
local services and activities focusing on the prevention of violence. 

LGBTIQ applicants are included in consultations aiming to identify challenges, concerns or 
obstacles they might face in accessing safe reporting mechanisms and receiving relevant 
support. 

Reduction and withdrawal of material reception conditions 

The specific situation and needs of LGBTIQ applicants are taken into account, following an 
assessment made on an individual basis, prior to the decision-making on the reduction or 
withdrawal of material reception conditions. Alternative options to ensure that LGBTIQ 
applicants can live in dignity are ensured. 

(67) Where applicable, contact information for a dedicated or specialised police unit (e.g. for victims of violence or

(68)

for LGBTIQ people) is also made available to applicants.
Including information about national or local service providers and organisations supporting victims of violence,
and how to reach these groups.

30 

PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

Table. Management of vulnerabilities and special needs 

3. Management of vulnerabilities and special needs (69)  

Identification and assessment 

There is a standardised mechanism (procedure / workflow / standard operating procedures) 
in place for the identification and assessment of applicants with special needs, which 
includes references to the needs of LGBTIQ applicants. The roles of the different 
responsible staff members (and service providers) are clearly indicated in the mechanism 
and known by the applicants. 

The mechanism is known to reception staff and every staff member knows their role and 
expected tasks throughout the procedure. 

The assessment of the needs of LGBTIQ applicants is undertaken by staff members 
specialised and/or trained in SOGIESC-related issues. Where this is not feasible, this 
assessment can be carried out by specialised service providers. 

Reference or focal points are appointed among professionals in reception (e.g. social 
workers, psychologists) who are specialised in dealing with cases of applicants with diverse 
SOGIESC and in how to encourage self-identification (70). 

Good practice. Posters portraying photographs of the SOGIESC reference persons 
are displayed in the reception centre alongside information on how to reach out to 
them, so that interested individuals may approach them directly if they have 
questions or need support. 

Response and referrals 

An updated list (71) of specialised service providers, including LGBTIQ organisations, is 
available within the reception system/centre, including information on how to contact and/or 
make referrals (e.g. self-referrals, referrals only through organisations/authorities). 

An up-to-date referral mechanism is in place within the reception centre or authority, 
including for LGBTIQ applicants. 

Staff members are informed of and updated on the above mechanisms and lists and are 
trained or instructed on how to use them. 

A follow-up mechanism or guidance for referrals is set out, with concrete actions and steps 
to be taken. 

(69)  The key considerations included here refer to operational and standardised procedures and workflows on 
dealing with vulnerabilities and special needs in reception. For more information on identification and case 
management of individual cases, see Chapter 3. Identification, assessment and response to the needs of 
applicants with diverse SOGIESC. 

(70)  Reference/focal points on SOGIESC might also serve as focal points for other groups of applicants with special 
needs, depending on the capacity of a reception facility and the number of staff deployed in it. Such staff 
members might also coach or otherwise support other staff members when dealing with cases of persons with 
diverse SOGIESC. 

(71)  A list of useful information and contact details of service providers, including details or a description of their 

services, mandate and areas of coverage and response. 

31 

 
 
EUROPEAN UNION AGENCY FOR ASYLUM 

Table. Information provision  

4. Information provision (72) 

Information addressed to LGBTIQ applicants 

Applicants with diverse SOGIESC are informed about their specific rights and obligations in 
reception, including issues pertaining to identification and assessment procedures and that 
they might benefit from special reception conditions following an individual assessment. 

Information addressed to all applicants 

Applicants are informed about the house rules in the accommodation facility, including the 
prohibition of assault and violence against other applicants, including on the basis of 
SOGIESC.  

Applicants are informed of the right of everyone living in the country of asylum to be free 
from violence, discrimination and stigma, including on the basis of SOGIESC (73). 

Upon an applicant’s request, SOGIESC-specific information on rights and entitlements within 
the host country is provided; this may include, for instance, information about administrative 
procedures pertaining to SOGIESC (e.g. legal gender recognition, the possibility for same-
sex applicants to enter into a civil union or marriage). 

Applicants are informed about the roles of reception workers and other service providers 
involved in the procedures pertaining to the identification, assessment and response to 
special needs. This includes information about specific staff members in reception who are 
designated SOGIESC/gender/vulnerability focal points or reference persons.  

Accessibility and availability 

Reception authorities and staff make sure that information is easily accessible and available 
to all applicants, including LGBTIQ applicants, in a language they understand (74). 

Information is provided in an age-, maturity- and gender-sensitive and -inclusive manner (75). 

Information is provided in a safe manner that does not encourage public disclosure or the 
outing of LGBTIQ applicants (76). 

(72)  For more information and practical recommendations on information provision, consult the EUAA, Practical 
guide on applicants with diverse sexual orientations, gender identities, gender expressions and sex 
characteristics – Cross-cutting elements, October 2024, Chapter 5. Information provision, capacity building 
and awareness raising; EUAA, Let’s Speak Asylum portal which includes, among other relevant resources and 
practical guidance, the EUAA, Brochure on self-identification of vulnerabilities and special needs, July 2023, 
which refers to LGBTIQ applicants. 

(73)  See also Table 2. Reception process and reception conditions. 
(74)  This is particularly relevant where LGBTIQ applicants are allocated to separate housing facilities (not within a 
collective reception centre) or they avoid public exposure due to fear of stigma, outing and harassment. 
(75)  For more information and recommendations on the use of inclusive communication and language, consult the 

EUAA, Practical guide on applicants with diverse sexual orientations, gender identities, gender expressions 
and sex characteristics – Cross-cutting elements, October 2024, Section 3.2. Inclusive communication and 
language. 

(76)  The reception authorities select and use the most appropriate information provision means (e.g. virtual, leaflets, 

information group sessions, one-to-one sessions), decided on a case-by-case basis and according to the 
context, to avoid the risk that LGBTIQ applicants will be outed or labelled LGBTIQ by others. 

32 

 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

Communication and information provision material (e.g. leaflets, posters, videos) displayed 
in reception areas (e.g. registration, consultation offices) are gender and SOGIESC inclusive, 
e.g. by portraying people of diverse gender identities, gender expressions or sexual
orientations.

Table. Participation and outreach 

5. Participation and outreach.

Participation and engagement 

There is a functional feedback and complaints mechanism (77) in place and all applicants are 
aware of how to use it. The mechanism allows the provision of anonymous feedback, if 
desired. Applicants are also asked to identify security issues, indicate potential risk points in 
reception and report discriminatory practices. Applicants are informed of the actions taken 
and any procedures implemented following their feedback. 

Reception authorities ensure a variety of channels for the provision of feedback and/or 
submission of complaints to avoid the risk of groups with special needs, including LGBTIQ 
applicants, being excluded (78). 

Outreach campaigns and activities are performed in a way that ensures that LGBTIQ 
applicants are reached and adequately involved in the procedures in a safe manner (79). 
SOGIESC-inclusive language and communication is always used when performing outreach 
activities (80). 

Good practice. Community representation groups and structures are established and 
operate in an inclusive manner for applicants with various characteristics and 
identities, including diverse SOGIESC.  

Table. Human resources and knowledge 

6. Human resources and knowledge

Recruitment and code of conduct 

Recruitment procedures for reception staff working directly with applicants include 
reference checks, in relation to previous misconduct, harassment or other type of violation 
against individuals.  

(77)

In the scope of this practical guide, ‘complaints and feedback mechanism’ refers to a standardised system that
receives, processes and responds to concerns from applicants relating to the design and delivery of reception
conditions. It does not refer to reporting incidents of violence or other harmful acts; for such a mechanism, see
Table 4. Information provision.

(78) Some examples of ways to provide feedback include face-to-face communication, help desks, call centres /

hotlines, dedicated email accounts, two-way SMS systems, social media, satisfaction polls, suggestion boxes,
voice recorders, community consultations and assessments.
In a manner that prevents unwanted public disclosure or the outing of LGBTIQ applicants.

(79)
(80) For more information on inclusive language and communication, consult the EUAA, Practical guide on

applicants with diverse sexual orientations, gender identities, gender expressions and sex characteristics –
Cross-cutting elements, October 2024, Section 3.2. Inclusive communication and language.

33 

EUROPEAN UNION AGENCY FOR ASYLUM 

All staff members working directly with or close to applicants (including support staff (81)) are 
bound by rules or regulations regarding their expected attitude and behaviour towards all 
residents, irrespective of their personal characteristics, including SOGIESC.  

Good practice. The reception authority has developed a framework of values, 
conduct and ethical behaviour (e.g. code of conduct) specifying the key concepts 
and principles underlying the work in the reception context, which is applicable for 
all staff in reception. This also includes reference to the prohibition of sexual 
harassment and abuse perpetrated by staff against applicants.  

Diversity 

Recruitment and deployment processes and strategies reflect diversity, including 
interpreters and supportive staff. 

Good practice. Persons with diverse SOGIESC are deployed in the provision of 
reception conditions, especially those working directly with applicants. Similarly, 
such persons are given the opportunity to work in leadership or representation 
roles (e.g. managers or team leaders), as this would help to create safe spaces for 
applicants to self-identify and would also send a message of awareness and 
commitment to understanding and respecting the needs of LGBTIQ applicants. 

Applicants can express their preference for the gender of a staff member if they wish to 
discuss sensitive topics, and their wish is taken into consideration (82). 

Respectful and inclusive communication 

All staff are aware of and use respectful and gender-sensitive language, including preferred 
pronouns, when dealing with applicants in reception (83). 

Interpreters and cultural mediators in reception are properly trained and aware of the use of 
SOGIESC-related terminology in both the source and target languages (84). To this end, the 
EUAA has a multilingual collection of terms and definitions that are relevant for the work of 
the agency in the field of asylum and reception. The collections are available in all EU 
languages and certain languages most commonly spoken by applicants for international 
protection (85). 

(81)  Supportive staff might include, for example, security and cleaning personnel. 
(82)  Where the assignment of a staff member of a particular gender is not feasible at a given time, the possibility of 
postponing the consultation with the applicant until their preference can be accommodated is considered, also 
taking into account the urgency of each case/matter. Otherwise, the applicant is informed of the non-
availability and is free to decide whether to disclose information or not. 

(83)  For more information on creating safe spaces and the use of inclusive language, consult the EUAA, Practical 

guide on applicants with diverse sexual orientations, gender identities, gender expressions and sex 
characteristics – Cross-cutting elements, October 2024, Section 3.2. Inclusive communication and language. 
Chapter 3. Inclusive communication and creating safe spaces. 

(84)  For interpreters and cultural mediators assigned to support healthcare providers (inter alia or exclusively), this 

should also include medical and SRH-related terminology. 

(85)  The EUAA’s asylum and reception terminology database is available at https://euaa.europa.eu/iate.  

34 

 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

Knowledge and capacity development 

All reception workers (including interpreters and medical staff) have access to basic training 
on SOGIESC and on issues pertaining to SOGIESC in the context of asylum (86). 

All staff working in reception (including interpreters, security staff, the police, medical and 
supportive staff have access to training in relation to identifying violence (including GBV) 
and taking the necessary actions in response. 

SOGIESC/gender//vulnerability focal points (or reference persons) and case managers of 
individual cases have access to advanced training on issues pertaining to SOGIESC, gender 
and GBV. 

Medical staff and other healthcare providers in reception are knowledgeable on identifying 
and addressing the specific health needs of applicants with diverse SOGIESC, especially 
those of trans, gender non-conforming, non-binary and intersex applicants (87). 

Refresher training sessions on the above issues are anticipated on a regular basis. 

Medical staff and other healthcare providers provide their services to LGBTIQ applicants in 
a respectful and medically appropriate manner (88). 

Table. External coordination and cooperation  

7. External coordination and cooperation (89)  

LGBTIQ organisations 

The reception authority (or the reception centre) maintains an effective coordination and 
collaboration mechanism with LGBTIQ organisations at the national, regional or local 
level (90). 

The reception authority (or the reception centre) consults, among others, with civil society 
and international organisations on issues pertaining to the provision of reception conditions 

(86)  For more information on elements and topics to be covered in such training sessions, consult the EUAA, 

Practical guide on applicants with diverse sexual orientations, gender identities, gender expressions and sex 
characteristics – Cross-cutting elements, October 2024, Section 5.3. Staff capacity building on SOGIESC. 
(87)  External actors and providers with expertise on relevant matters (e.g. CSOs, medical associations) could also 
be involved in the facilitation and organisation of capacity-building and awareness-raising activities for 
healthcare professionals, especially where the reception authority itself does not directly provide healthcare 
and medical services to applicants. 

(88)  Some examples of inappropriate and abusive behaviour or attitude of medical staff towards LGBTIQ applicants 
include pathologisation of trans identities; attempts to stop applicants from undergoing gender transition; 
discrimination in the provision of services or refusal of services on the basis of SOGIESC; physical, 
psychological and verbal harassment; abusive language; physically aggressive treatment; the misgendering of 
applicants; and staff asking applicants intrusive questions about their private lives, such as enquiring about 
their genitals or their sexual partners out of personal curiosity when that information is not medically relevant. 
(89)  Key considerations listed here refer to ways of actively involving external stakeholders in the efforts made to 

mitigate risks and encourage the empowerment of applicants through cooperation and participation. For more 
information, consult the EUAA, Practical guide on applicants with diverse sexual orientations, gender 
identities, gender expressions and sex characteristics – Cross-cutting elements, October 2024, Chapter 6. 
Cooperation and coordination. 

(90)  The mechanism could include various means and channels (e.g. regular or ad hoc meetings among the 
authority and the organisations, electronic communications with updates, news, request for support or 
information). 

35 

 
EUROPEAN UNION AGENCY FOR ASYLUM 

and the development of a contingency plan, as appropriate (91). Those organisations may 
include LGBTIQ organisations, where needed or feasible. 

National authorities and other stakeholders 

The reception authority (or the reception centre) maintains an effective coordination and 
collaboration with other authorities or entities responsible for or working on gender-related 
issues (e.g. a national authority responsible for gender equality, gender/SOGIESC-
specialised departments in the police, national human rights commissions, the 
ombudsperson) and other authorities that are involved in the provision of services for 
applicants (e.g. schools, public hospitals) (92). 

The reception authority (or the reception centre) consults with relevant authorities and other 
stakeholders on issues pertaining to the provision, and improvement of reception 
conditions. 

Related EUAA training 

The EUAA offers a training module entitled ‘Applicants with diverse SOGIESC’, which 
targets asylum and reception staff. The module enables practitioners to understand the 
potential challenges and associated impact potentially experienced by LGBTIQ applicants in 
the asylum context, to evaluate how the needs of LGBTIQ applicants are addressed in the 
asylum context and to adopt a sensitive approach towards LGBTIQ applicants. 

If you are interested in attending EUAA training courses, contact the person responsible for 
training within your authority to receive additional information. 

Good practices 

•  Feedback mechanisms. Through an online satisfaction survey (poll) available in 18 
languages, adult residents in the reception centres in Belgium can provide their 
views on several reception conditions (accommodation, food, clothing, sanitary 
facilities) and counselling (guidance/accompaniment) they receive. Through the 
survey, the Belgian Federal Agency for the Reception of Asylum Seekers (Fedasil) 
also polls the residents’ sense of safety and well-being. Residents are asked to 
participate in the survey 2–4 months after arriving in the reception facility. The 
reception centres use the results to draw up improvement actions and inform 
residents and staff of satisfaction and bottlenecks regarding reception. The survey 
also provides important information for the central services to improve the provision 
of reception conditions. 

•  Cooperation and capacity building. The Central Agency for the Reception of 
Asylum Seekers (COA) in the Netherlands supports the projects of the LGBTIQ 

(91)  Article 32(1) RCD (2024). 
(92)  See also Table 2. Reception process and reception conditions. 

36 

 
 
 
 
 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

•

organisation COC Nederland, which aims to improve the well-being and safety of 
LGBTIQ applicants by providing social activities for applicants and training for COA 
staff. The COC trainings for COA staff were developed in cooperation with LGBTIQ 
residents, LGBTIQ focal points at COA and other COA staff. COA has been 
facilitating those training sessions and encourages staff to participate. COA staff 
members are generally familiar with local social activities and refer applicants for 
further support. 
Information provision and awareness raising. Fedasil has developed an
information provision platform for applicants for international protection (93).
Information is available in 14 languages and structured around eight themes: asylum
and procedure, accommodation, living in Belgium, return, work, learn (education,
schooling and diploma recognition), unaccompanied children-related issues and
health. One of the subsections is titled ‘Identity and sexuality’ and explains the
different SOGIESC terms and provides information on LGBTIQ organisations and
SOGIESC as a ground for international protection. Through a targeted
communication campaign, Fedasil made the website known to all first-contact
officers and applicants in Belgium (94).

• Creating safe spaces. In Belgium, the International Organization for Migration, the

Brussels Capital Region and RainbowHouse Brussels have developed a toolbox that
aims to create safe(r) spaces for people with migrant backgrounds who identify as
LGBTIQ. This toolbox has been developed to help bridge the gap between LGBTIQ
people with migrant backgrounds and frontline services in urban contexts (95).

•

LGBTIQ focal points. In the Netherlands, specific LGBTIQ focal points are appointed
among reception staff and receive additional training. The aim is to have at least one
LGBTIQ focal point at each reception centre. The focal points have a coaching role
towards the other staff members and are updated with relevant developments in
policy and the services available to LGBTIQ applicants.

(93) Fedasil, ‘Information hub for asylum seekers in Belgium’.
(94) Fedasil, information provision videos, YouTube.
(95)

International Organization for Migration, Brussels Region and RainbowHouse Brussels, LGBTQI+ 
Toolbox, 2020.

37 

EUROPEAN UNION AGENCY FOR ASYLUM 

3.

Identification, assessment and response
to the needs of applicants with diverse
SOGIESC

All individuals, irrespective of their SOGIESC, will experience the migration process differently 
and encounter various challenges based on, for example, their cultural, economic, family, 
political and religious backgrounds. As detailed in Chapter 2. Risk mitigation for LGBTIQ 
applicants in reception, applicants with diverse SOGIESC may face additional challenges 
because they do not conform to the prevailing societal norms. Moreover, and due to these 
risks, LGBTIQ applicants might hesitate to disclose their SOGIESC, out of fear of stigma, 
discrimination and violence. Therefore, it is important (96) to identify, assess and respond to 
the special needs of applicants with diverse SOGIESC on an individual basis and in a timely 
and appropriate manner. 

It is also important to highlight that, for LGBTIQ applicants, these procedures should be carried 
out with the purpose of identifying and addressing potential needs due to their SOGIESC 
and not with the sole intention of ‘knowing someone’s SOGIESC’. 

This chapter thus focuses on the management of special needs and vulnerabilities of LGBTIQ 
applicants on an individual basis, providing solid recommendations on the various steps and 
procedures to be followed throughout (97).  

3.1. 

Identification of LGBTIQ applicants with special 
reception needs 

Identification is a formal process of determining whether an applicant has special needs or 
vulnerabilities (98). It includes the detection of indicators, signs or manifestation of vulnerability 
in the person. Vulnerability indicators can be detected through, for example, direct interaction 
with applicants and observation of external signs; the statement of the applicants themselves, 
of their relatives or of other applicants or residents of the centre; through information provided 
by other professionals (medical diagnosis, previous psychosocial reports, knowledge of an 
ongoing investigation, etc.); documentation available in the applicant’s file or in the possession 
of the applicant, or in other databases at the official’s disposal; and activities that may lead to 
identification such as individual interviews, group talks and briefings. 

It is also an obligation laid down in Article 22(1) RCD (recast) and Article 25(1) RCD (2024).

(96)
(97) EUAA, Guidance on Vulnerability in Asylum and Reception – Operational standards and indicators, May 2024,

Annex 1. Vulnerability workflow includes an indicative vulnerability workflow on the identification, assessment
and response to vulnerability.

(98) According to the EUAA’s official terminology, identification is the ‘recognition of persons with special

procedural and/or reception needs to ensure that they get adequate treatment and protection during the
application process’.

38 

PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

Every Member State should have a standardised mechanism in place to identify vulnerabilities 
and special needs in reception. Every Member State should have clear instructions on who is 
responsible for the identification, how to record special needs and vulnerabilities, and 
guidelines on if, when and how to share the relevant findings and information with other 
authorities and service providers (see also Table 3. Management of vulnerabilities and special 
needs and EUAA, Guidance on Vulnerability in Asylum and Reception – Operational 
Standards and Indicators, May 2024). 

Reception workers should have knowledge of and be able to identify special needs and 
vulnerabilities and take necessary actions, including in the case of LGBTIQ applicants. Non-
specialised staff can also detect special needs and vulnerabilities, so it is advisable that they 
possess some basic knowledge (e.g. through relevant training, coaching) on identifying 
special needs and vulnerabilities, including those of applicants with diverse SOGIESC (see 
also Table 6. Human resources and knowledge). 

An initial identification and recording of special needs should take place as soon as possible, 
preferably within the first few days of a person’s entry into the reception or arrival centre (99). 
Remember that identification is not a one-off task that takes place only at the initial stage of 
reception. It is instead an ongoing and continuous exercise, as vulnerabilities and special 
needs may develop or become apparent at a later stage. Reception workers should monitor 
the condition of applicants throughout the reception process and be able to observe and 
identify vulnerabilities or special needs that did not exist or were not apparent earlier. 

The following section takes a closer look at the various elements to consider in relation to the 
identification of applicants who may be in a situation of vulnerability and/or have special 
reception needs due to their SOGIESC. It provides some practical recommendations that 
reception workers can follow to facilitate self-identification. 

3.1.1. 

Self-identification 

In this section, the concept of self-identification (100) of SOGIESC means an act of voluntary 
disclosure of one’s own SOGIESC to reception workers or other service providers. Self-
identification may occur on arrival or at any time during the applicant’s stay in reception. It may 
occur during the registration and identification processes, during the vulnerability assessment, 

(99)  The process of identification of special needs and vulnerabilities should not be confused with the health 

screening that is usually conducted by medical staff soon after an applicant enters the reception system or at 
the early stage of arrival in the host country. Those two procedures can take place at the same time and/or be 
undertaken by the same staff in reception (e.g. medical staff); however, identification and assessment of special 
needs and vulnerabilities go beyond a health screening. They include many more indicators, signs and 
evidence about a person’s situation, as covered in this section. Similarly, identification should not be confused 
with pre-identification (or vulnerability screening) which is often used in contingency situations where there can 
be a lack of capacity, time and adequate response and referral mechanisms. The pre-identification, however, 
cannot be considered as a sufficient or standalone step to identify situations of vulnerability and should be 
followed by a fully-fledged identification and assessment.  

(100)  Often also referred to as ‘self-disclosure’.  

39 

 
EUROPEAN UNION AGENCY FOR ASYLUM 

in health and mental health clinics, during the health screening (101) or while applicants are 
receiving aid or information. 

When it comes to LGBTIQ applicants, self-identification is the only appropriate and rights-
based means of identification. Unless the individual discloses information related to their 
SOGIESC, reception workers should refrain from identifying and registering individuals as 
LGBTIQ applicants, as this might have severely negative consequences for the person 
concerned. Such consequences include trauma/retraumatisation, self-isolation and loss of 
trust towards the authorities / reception workers.  

In most cases, LGBTIQ persons do not disclose their SOGIESC to the authorities immediately 
upon arrival in the country of asylum; there may be several reasons for this, including them not 
being fully aware of their SOGIESC at the time of arrival; fear of shame, stigma or harassment 
from their families or others members of their own or the host community; and embarrassment 
or internalised homo/bi/trans/intersexphobia. These are some indicative reasons you should 
take appropriate measures and steps to facilitate and encourage self-identification (102) and 
have the relevant safeguards in place for LGBTIQ applicants to safely disclose their SOGIESC 
and receive appropriate services or support. 

Moreover, LGBTIQ children and young people may be reluctant to disclose their SOGIESC in 
the presence of their families. Try to make sure that the needs of these children are 
appropriately and safely identified, through cooperating and consulting with staff specialising 
in working with children, including the possibility of conducting identification procedures 
separately for each family member. 

Enabling self-identification 

As described in Chapter 2. Risk mitigation for LGBTIQ applicants in reception, applicants for 
international protection, and particularly LGBTIQ applicants, face a variety of challenges in 
reception, both on a collective and on an individual basis, which may severely hinder their 
enjoyment of rights and access to reception conditions for applicants with special needs. This 
section highlights common challenges and barriers to self-identification and provide the 
respective recommendations on how these barriers can be lifted. Challenges and barriers are 
grouped together by topic, immediately followed by the respective recommendations.  

Table. Enabling self- identification: challenges, barriers and recommendations 

1a. Challenges and barriers: violence and isolation 

Fear of exposure to discrimination, abuse and violence 

During the migration journey and after arrival in the asylum country, people with diverse 
SOGIESC often continue to face discrimination or even to be subjected to violence and 

(101) The term ‘health screening’ refers to the actions of ‘triage’, ‘medical screening’ and ‘in-depth examination(s)’ 

conducted by medical staff in reception.  

(102)  For more information on adopting measures that promote self-identification, consult the EUAA, Practical guide 
on applicants with diverse sexual orientations, gender identities, gender expressions and sex characteristics –
Cross-cutting elements, October 2024, Chapter 3. Inclusive communication and creating safe spaces and 
Reception and the table in Section Enabling self-identification in this guide. 

40 

 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

exploitation. When such acts are perpetrated by staff and other providers in reception, 
self-identification becomes more challenging due to fear of and lack of trust in the 
authorities. 

Stigma, isolation and marginalisation 

LGBTIQ applicants are often unable or unwilling to turn to other applicants or staff due to 
fear of stigma, harassment or marginalisation. These fears become greater when people 
with diverse SOGIESC travel with their families or dependents. Same-sex partners and 
children may be particularly visible and therefore more exposed to stigma, discrimination 
and harm. 

1b. Recommendations 

Safe housing and LGBTIQ safe spaces 

It is important to ensure that safe housing options are available for LGBTIQ applicants (also 
consult the Box Housing – SOGIESC-specific considerations). Take measures to ensure 
safety across the various common areas within a reception facility (e.g. sanitary facilities, 
distribution points, information hubs). Ensure that confidential spaces are available, 
especially counselling rooms, and adequate response is extended through direct service 
provision or referrals to competent service providers. Ensure that applicants feel 
comfortable to disclose sensitive information. Promote diversity and inclusion (by 
displaying rainbow flags, pins, logos, posters, etc.), which might contribute positively to 
overall feelings of acceptance and respect (for more information and guidance on creating 
safe spaces, consult the Practical guide on applicants with diverse SOGIESC – Cross-
cutting elements, Section 3.1. Creating safe spaces and the Box Practical tips on creating 
LGBTIQ safe spaces in reception). 

Inclusive and gender-sensitive communication 

Use inclusive language in all interactions with applicants, both on a collective and on an 
individual basis; these interactions may include, for instance, registration forms, 
information and communication materials, and individual sessions with all applicants, 
irrespective of their SOGIESC. Always be affirmative in your interactions and expressions 
to encourage applicants to seek support when at risk or to disclose information in a 
confidential manner. Always ask an applicant about their preferred gender/pronoun in 
individual sessions and avoid misgendering (for more information on inclusive 
communication, consult the Practical guide on applicants with diverse SOGIESC – Cross-
cutting elements, Section 3.2. Inclusive communication and language). 

2a. Challenges and barriers: procedures 

Lack of appropriate procedures 

When discussions among applicants and reception workers take place in common areas, it 
is unlikely to ensure confidentiality and establish a safe environment for applicants with 
diverse SOGIESC to come forward and disclose this information, if they wish to do so. 
Additionally, lack of information on how a disclosure might be treated and the absence of 
clear and transparent procedures on vulnerability management (identification, assessment 
and response) might also create barriers to self-identification. 

41 

EUROPEAN UNION AGENCY FOR ASYLUM 

2b. Recommendations 

Establishment of mechanisms for managing vulnerabilities and special needs 

The development and use of standardised mechanisms (e.g. protocols, workflows, 
standard operating procedures, guidelines) for the management of vulnerabilities and 
special needs is vital for facilitating self-identification and for taking the necessary steps 
and actions to respond to the needs identified. Applicants should know that such 
mechanisms exist, as they will feel safer and more confident about self-identifying if they 
are aware that their needs will be properly and safely identified and addressed. Reception 
workers should be aware of these mechanisms as well as their exact roles and anticipated 
tasks. 

Dedicated focal point(s) for LGBTIQ applicants 

Dedicated focal point(s) for LGBTIQ applicants among the reception staff can be appointed 
in reception facilities; these specialised staff members act as reference points (e.g. first-
contact officials) for LGBTIQ applicants but also for other staff members who might need 
more information on SOGIESC-related issues. Applicants should be aware of these focal 
points. 

Safe procedures for LGBTIQ children 

To avoid potential exposure (outing) of LGBTIQ children to their family members, you may 
consider conducting separate identification procedures, where this is feasible depending 
on national practices and applicable rules. This may be conducted involving or consulting 
with staff specialised in child protection and always taking into account the best interests 
of the child and their wishes. 

3a. Challenges and barriers: information and awareness 

Lack of information on rights and entitlements 

Applicants might not have timely and safe access to accurate information on rights and 
entitlements of LGBTIQ people in the host countries and services available, including on 
how to access them. Similarly, they might not be aware of how and when to report 
incidents of violence, as well as of the possibility for victims to seek and receive support. 

3b. Recommendations 

Access to information including ways to report incidents and seek support 

You can display information (e.g. address, contact information, helplines) of national or 
local service providers, including those providing medical care, mental health and 
psychosocial support, support for victims of GBV, legal aid as well as LGBTIQ 
organisations. Ensure that materials and information are available in various locations in 
the reception centre, such as information boards, clinics, counselling offices and 
administration offices.  

You may also use other channels of communication, such as social media, SMS, etc. 
depending on your context and practice. Make sure that the means of disseminating 
information does not contribute to targeting or exposing (outing) specific applicants or 
groups. You can also display disseminate information on reporting mechanisms in place, 

42 

PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

with clear information on how one can safely report violence and request relevant support 
(see also Table 4. Information provision as well as the Practical guide on applicants with 
diverse SOGIESC – Cross-cutting elements, Sections 5.1. Type of information and 5.2. How 
to provide information). 

4a. Challenges and barriers: staff capacity 

Limited knowledge and capacity of staff and service providers 

Reception workers, especially those involved in vulnerability management, may not always 
be aware of the exact needs and particularities of LGBTIQ applicants, including the use of 
respectful terminology and adopting an appropriate attitude when interacting with such 
applicants. 

Applicants might be unable or unwilling to discuss their situation with staff due to past 
negative experiences or because they perceive authorities and other service providers to 
have no experience or awareness of LGBTIQ-specific needs and challenges. 

4b. Recommendations 

Capacity building and respectful attitude 

Persons working directly with applicants in reception (103) can benefit from capacity-
building activities, including training courses, coaching, self-learning, etc. on SOGIESC 
elements, including SOGIESC in asylum. 

Capacity development can take place at various levels: from the provision of basic 
knowledge and skills for all staff members in reception to advanced training for reception 
workers who work directly with applicants. This especially applies to those who are 
assigned as focal points / reference persons on SOGIESC and those responsible for the 
identification, assessment and response to special needs and individual case 
management. 

For more information on training, consult the Practical guide on applicants with diverse 
SOGIESC – Cross-cutting elements, Section 5.3. Staff capacity building on SOGIESC. 

3.1.2.  Other information relevant to identification 

Although self-identification is the preferred method when working with applicants with diverse 
SOGIESC, the existence of possible vulnerabilities and special needs can be manifested also 
through other means.  

Firstly, an applicant might have been previously identified or referred by another staff member 
or – more likely – another authority or actor (e.g. determining authority, CSOs). Actors to 
whom LGBTIQ applicants have already disclosed information related to their special needs 
may refer them to or share this information with reception authorities, provided they have 
received the applicant’s informed consent. Alternatively, information on special needs may 
become apparent from a medical or psychosocial report by a relevant professional (social 

(103)  Those may include public servants, managers, medical staff, security personnel, contractors, volunteers, CSO 

staff could benefit from such activities. 

43 

 
EUROPEAN UNION AGENCY FOR ASYLUM 

worker, psychologist, doctor, etc.) who has assisted or examined an applicant in the past (104). 
Medical documents might be particularly relevant to intersex and trans persons (e.g. ongoing 
or completed gender-affirming care or other type of trans/intersex-specific healthcare). 

Moreover, bearing in mind that appearance and demeanour may be misjudged due to 
prejudice and stereotypes, alert observation is a key component of a reception worker’s tasks, 
especially regarding visible elements such as injuries and wounds but also self-isolation and 
withdrawal from others and activities. Reception workers should always discuss with an 
applicant about the observed elements that may give rise to concern for the safety and the 
well-being of the applicant. 

It is worth noting that as reception staff you may often receive information (e.g. statements) 
about another person’s SOGIESC by others (testimonies from family, other applicants, 
partners). However, you need to remain cautious and should not rely entirely on information 
provided by others, instead always allowing time and space for self-identification, to avoid 
causing harm to the person. 

3.1.3.  SOGIESC-relevant indicators of special needs and 

vulnerability 

As previously detailed, not all LGBTIQ applicants are in a situation of vulnerability or have 
special needs. Nevertheless, reception workers need to be able to recognise indicators – 
external manifestations of elements, characteristics or factors that can potentially determine a 
person’s special needs – to properly respond to and address special reception needs. 

Indicators can be manifested through behaviours, demeanours, attitude or statements during 
a staff member’s interactions with an applicant. Moreover, they can be included in reports or 
other documents issued by the authorities or other professionals. Indicators should be 
identified, registered and considered on an individual basis and taking into account the whole 
situation and appearance of a person. In other words, a stand-alone indicator usually cannot 
by itself determine a special need or vulnerability but must be considered in conjunction with 
other indicators and elements, including the person’s resilience, strengths and capacities (105). 

Note that the list in the table below of indicators of special needs of LGBTIQ applicants is only 
a general one. The list applies to various groups of persons likely to have special reception 
needs and aims to cover some of the most frequent indicators of LGBTIQ applicants. Also, 
remember that in the case of LGBTIQ applicants, it is often difficult to detect indicators due to 
the fear of outing, lack of trust or due to trauma and isolation. 

(104)  In addition to the possibility that the applicant themselves possesses such documents and voluntarily submits 
or shows them to the reception worker, it is likely that such documents will be directly submitted to them from 
other service providers, such as health and mental health actors, usually as part of a referral. 

(105)  Affirming a person’s strengths and resilience helps them to deal with situations of possible vulnerability. 
Despite sometimes enormously difficult circumstances, people possess coping abilities, resourcefulness, 
agency and the capacity to make positive contributions to society. Individuals possess both inner strengths 
and the resources of their cultural and social connections: family, personal networks and community ties. While 
both vulnerability and resilience fluctuate over time, affirming and building on the strengths of a person or 
family helps them to exercise more control over their own life and environment. 

44 

 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

Indicators of special needs and vulnerabilities relevant to diverse SOGIESC 

Physical indicators 

Physical impairments include but are not limited to: 

•  chronic diseases; 

•  osteoporosis and osteopenia at a very young age after the removal of gonadal 

tissue (for intersex persons); 

•  SRH issues; 

• 

injuries of a sexual nature; 

•  signs of torture and physical injuries; 

•  scars. 

Psychosocial indicators 

Appearance and behaviour: 

•  major appetite changes and/or evident weight loss/gain; 

•  engaging in high-risk behaviour; 

• 

tendency to self-harm; 

•  medical needs related to previous gender-affirming treatment (e.g. surgery) for trans, 

intersex and gender non-conforming applicants; 

•  physical/psychological withdrawal syndrome.  

Attitude and mood: 

•  mood swings (rapid or dramatic shifts in feelings); 

•  apathy; 

• 

thoughts of death and suicide ideation and/or attempts; 

•  sleep disorders; 

•  signs of constant distress. 

Self-perception: 

• 

• 

feelings of guilt and shame; 

feelings of self- hatred. 

Relation to others: 

•  withdrawal from others and self-isolation; 

•  avoidance of individuals of the same cultural background, the same ethnic/religious 

group or country of origin; 

•  avoidance of interactions with members of the same sex; 

• 

family dysfunctions and disruptions. 

Environmental indicators 

Treatment by others: 

45 

EUROPEAN UNION AGENCY FOR ASYLUM 

•  bullying of the individual; 

•  avoidance by members of the same cultural background, the same ethnic/religious 

• 

• 

group or country of origin; 

isolation from or rejection by family / other close groups; 

inappropriate behaviour (e.g. homo/bi/trans/intersexphobic) by reception workers 
and service providers. 

Additional indicators for persons who have been subjected to serious forms of violence 

•  FGM and IGM; 

•  diagnosed mental health disorders such as PTSD, acute stress disorder, anxiety, 

depersonalisation, depression; 

•  high alertness, fear and loss of sense of safety and security, phobias, emotional 

numbing, etc.; 

• 

flashbacks of traumatic events; 

•  unwanted pregnancy. 

Additional indicators relevant to children and youth  

•  bullying of the child / young person; 

• 

lack of peer acceptance; 

•  school dropout or avoidance (in the country of origin or the host country), poor 

school performance; 

• 

rejection from family, housing instability, homelessness; 

•  being subjected to ‘conversion’ therapy. 

Points to remember: identification of vulnerabilities and special needs 

•  Avoid persuading or forcing someone to disclose their SOGIESC. 

•  Do not ask intrusive questions or try to investigate someone’s SOGIESC. 

•  Prefer open-ended questions (e.g. starting with ‘why’, ‘how’, ‘what, ‘tell me about’) 

instead of closed-ended ones. 

•  Be mindful of your bias and prejudices and do not expect that a person of a certain 

appearance or behaviour has a certain gender identity or sexual orientation. 

•  You should be aware of and take into consideration relevant country of origin 

information, for example to understand if the applicant is coming from a country of 
origin where homo/bi/trans/intersexphobia is widespread or from a country of origin 
where one or several identities of the applicant is criminalised. 

•  Do not ask other residents or family members about someone’s SOGIESC; do not 
rely on this information if you receive it (see also Section 3.1.2 Other information 
relevant to identification). 

46 

 
 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

•  Allow considerable time when interacting with applicants, especially for identification 
purposes; be patient; do not rush or interrupt your session; be an active listener and 
give the applicant your full attention. 

• 

Inform the applicant about the principles of confidentiality and privacy when it comes 
to sharing personal information as well as to potential exceptions (e.g. mandatory 
reporting according to national law; strive to ensure those principles are respected 
in practice and that relevant safeguards are in place, for example private rooms for 
individual sessions, records and files are safely stored). 

Practical tips on creating LGBTIQ safe spaces in reception 

•  Develop and display/use SOGIESC-friendly visibility materials (e.g. posters, videos, 
‘You are safe here’ stickers and pins), which communicate that the reception facility 
is a safe space. 

•  Avoid using heteronormative and cisnormative language during interactions with 
applicants. For example, instead of using words such as ‘boyfriend/girlfriend’ or 
‘husband/wife,’ try using the words ‘partner’ or ‘spouse/significant other’. 

•  Demonstrate compassion and sensitivity when dealing with LGBTIQ applicants, 

especially during or upon self-identification. 

•  Make sure that you always use the correct terms and pronouns when dealing with 
LGTBIQ applicants (for more information, consult the Practical guide on applicants 
with diverse SOGIESC – Cross-cutting elements, Section 3.2. Inclusive 
communication and language as well as to the Practical guide on applicants with 
diverse SOGIESC – Information note, Chapter 1. SOGIESC terms and concepts). 

•  Correct problematic language use by staff or other applicants, provided it is safe to 
do so (e.g. this may not be possible if an LGBTIQ applicant or someone who is 
potentially LGBTIQ is present). 

•  Make sure that homo/trans/bi/intersexphobic behaviour and violence are not 

tolerated; for instance, in the internal rules of the reception centre you can include 
the provision ‘verbal or physical intimidation, sexual and gender-related violence, 
aggression or physical violence are prohibited, as are any racist or discriminatory 
behaviour or language towards individuals or groups’. The rules should be 
explained to (and ideally signed by) all residents. 

For more information and practical tips on creating safe spaces, consult the Practical 
guide on applicants with diverse SOGIESC –Cross-cutting elements, Section 3.1. 
Creating safe spaces. 

47 

 
 
 
 
 
EUROPEAN UNION AGENCY FOR ASYLUM 

Related EUAA tools and materials

•  EUAA, Tool for the Identification of Persons with Special Needs, 2016.  

To support Member States in the identification and assessment of special needs in 
terms of procedural and reception guarantees, the EUAA developed a web-based 
interactive tool which is publicly accessible in several EU languages. The 
identification of persons with special needs (IPSN) tool is an intuitive practical 
instrument intended to support the timely and ongoing identification of individual 
special needs without the requirement of specialised knowledge.  

It relies on an outline of indicators, linked to different categories of persons with 
potential special needs. The includes LGBTIQ persons and persons with gender-
related special needs. Selecting a category provides further information on 
assessing whether the applicant has associated special needs and generates a 
checklist and brief guidance on relevant support measures. Reception support is 
one of the aspects developed within the IPSN tool. The integration of the IPSN tool 
in a national mechanism, which is in accordance with the standards in this section, is 
recommended as good practice. 

•  A package of information materials (a poster and a brochure) is available in the 
EUAA, Let’s Speak Asylum portal that can support the self-identification of 
vulnerabilities and special needs: 

  Poster on self-identification of vulnerabilities and special needs and a 

guide on How to use the poster. 

  Brochure to support self-identification of vulnerabilities and special 

needs called Are you or do you know someone in one or more of these 
situations? and a guide on How to use the brochure. 

While the poster can be hung in common areas, it is strongly advised to use the 
brochure only in the context of information session as explained in the relevant 
‘How to use the brochure’ guide. 

3.2.  Assessment of special needs and vulnerabilities 

Vulnerability assessment is the: 

specific examination of an applicant for international protection for the purpose of 
identifying any need for special reception conditions and/or procedural guarantees and 
referring them to the appropriate authorities for adequate support (106).  

(106)  EUAA official terminology: Interactive Terminology for Europe, ‘Vulnerability assessment’ 

(https://iate.europa.eu/entry/result/3620636/en). 

48 

 
 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

In other words, assessment is the formal process of analysing an identified vulnerability and 
establishing the response needed to address needs, increase capacities or mitigate risks that 
might expose the individual to harm or in any way jeopardise their well-being. 

As is the case for identification, EU+ countries should have a standardised procedure (107) in 
place for the assessment of special needs and vulnerabilities that includes specific 
considerations for LGBTIQ applicants. Such standardised procedures should include 
reference to the reception worker (s) responsible for conducting the assessment, guidelines 
on the exact steps to be followed and guidance on follow-up and the appropriate way of 
sharing information with other service providers or stakeholders.  

In contrast to identification, the vulnerability assessment is a formal and standardised 
procedure that is carried out only by specialised staff, such as social workers, psychologists 
or other specialised and properly trained professionals (108). The RCD (2024) (109) lays down 
that an initial assessment should be conducted as early as possible after an application for 
international protection is made. The assessment must be completed within 30 days from the 
making of the application for international protection (110), and the special reception needs 
identified must be addressed as soon as possible. 

Assessment is a continuous process in reception and not a one-off exercise; reception 
workers should always monitor the situation of applicants throughout their stay in reception, 
whether or not they have been previously identified/assessed as having special needs and 
vulnerabilities and be ready to identify indicators and assess existing or newly occurring 
vulnerabilities. (111) 

Vulnerability assessment through a SOGIESC lens 

Special needs are sometimes identified based on standardised assessments that focus on 
straightforward or visible personal characteristics, such as age or physical condition. In this 
way, very different special needs are sometimes treated in a uniform way, with one-size-fits-all 
responses. As a result, more complex needs may be overlooked. Assessing the specific needs 
of applicants with diverse SOGIESC requires consideration of the full range of applicants’ 
individual identities and characteristics but also the risks that they typically face. Integrating 
SOGIESC-specific considerations in the assessment process is of vital importance and should 
be reflected in the attitude and methodology used by the assessor (reception worker 
conducting the assessment) and within the tools and workflows used for assessment 
purposes. 

(107)  Article 25 RCD (2024) leaves Member States a wide margin of discretion regarding the implementation of their 
obligation to conduct the assessment. Article 22(2) RCD (recast) and Article 25(3) RCD (2024) stress that it 
need not take the form of an administrative procedure. 

(108)  Article 25(2), point (a) RCD (2024).  
(109)  Article 25(1) RCD (2024).  
(110)  Or, where it is integrated into the assessment referred to in Article 20 of Regulation (EU) 2024/1348 of the 

European Parliament and of the Council of 14 May 2024 establishing a common procedure for international 
protection in the Union and repealing Directive 2013/32/EU  within the timeframe set out in that regulation.  

(111)  Article 25(1), point (6) RCD (2024).  

49 

 
EUROPEAN UNION AGENCY FOR ASYLUM 

The table below presents examples of elements relevant to SOGIESC to consider throughout 
the assessment process, grouped by the topics that are typically explored during the 
assessment. 

Table. SOGIESC- relevant considerations in assessment 

Assessment topic 
Biodata and family 
status 

Considerations relevant to SOGIESC 
•  The applicant’s preferred gender and pronouns should be 

considered and used. 

•  For LGBTIQ applicants, reference to family status includes 

the same-gender spouse or partner in a stable 
relationship (112), their children and other persons who 
depend on the applicant (e.g. elderly parents). 

•  For LGBTIQ children, reference to family status includes their 
parents and core family; for separated children, it could be 
another adult (e.g. relative) responsible for the concerned 
child. 

Indicators of special 
needs and vulnerability 

•  Potential incidents of violence and abuse. 
•  The person’s sense of safety in the reception facility and 

(Previous) self-
identification and other 
information (reports, 
documents, etc.) 
Strengths, resilience and 
capacities 

Access to food and 
basic NFIs (113) 

Education and 
employment status 

within the host community. 

See also Box Indicators of special needs and vulnerabilities 
relevant to diverse SOGIESC 
See Section 3.1.2 Other information relevant to identification  

•  Includes the existence of protective networks / community / 
family members as well as personal skills, talents, capacities 
and coping mechanisms (e.g. religious beliefs, hobbies, 
affiliations). 

•  The applicant should have access to items of clothing that 

are in line with their own wishes and preferences, 
irrespective of their sex or gender. 

•  Hygiene materials and products should be made available to 
the applicant according to their actual needs (particularly 
important for intersex and trans persons). 

•  The applicant should have access to food that is suitable to 

their specific needs or conditions, especially for those 
receiving specific medication or treatment (particularly 
important for intersex, non-binary and trans applicants). 
•  LGBTIQ children should have equal access to schooling 

where they feel free from bullying, violence and other types 
of harm or discrimination. 

(112)  In accordance with the definition provided in Article 2(3), point (a) RCD (2024), which covers ‘the spouse of the 
applicant or his or her unmarried partner in a stable relationship, where the law or practice of the Member 
State concerned treats unmarried couples as equivalent to married couples’. 

(113)  The provision of NFIs should always take into consideration the family situation of the applicant. The type and 
the quantity of NFIs provided should take into account the personal needs of the applicant in question (e.g. 
trans men, non-binary or intersex persons might be in need of menstrual hygiene products). 

50 

 
Assessment topic 

Housing and safety 

Health and mental 
health / psychosocial 
support 

Legal assistance 

Appearance of the 
applicant and other 
observations made by 
the assessor during the 
procedure 

PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

Considerations relevant to SOGIESC 
•  LGBTIQ adult applicants should have equal access to labour 

and employment or vocational training as all other 
applicants, without being harassed or discriminated against. 
•  The applicant and their family should feel safe at their place 
of accommodation and their wishes should be considered 
when it comes to initial allocation or reallocation (e.g. 
transfer). 

•  The applicant and their family should not be ostracised from 
the migrant and/or host community and should have easy 
access to services (for more information, see Box Housing – 
SOGIESC-specific considerations). 

•  Most common issues include serious health complications in 

relation to gender-affirming treatment (e.g. surgery), 
implications of FGM or IGM, endocrinological issues, STIs 
including HIV, mental health conditions such as anxiety, 
PTSD, suicide ideation and depression (see also Section 
2.1.2. Physical and mental health risks). 

•  In the case of victims of torture, there might be a need to 

access rehabilitation services, including mental health and 
psychosocial services. 

•  In the case of GBV incidents, especially if they occurred in 
the previous three days, the applicant might need urgent 
health support such as post-exposure prophylaxis for HIV 
infections, evaluation for other STIs and preventive care, 
contraceptive care, the collection of forensic evidence, or 
the medical stabilisation/treatment of acute injury or pain (114). 

•  For LBIQ persons and trans men, issues pertaining to 

pregnancy, breast and cervical cancer, reproductive health 
and other gynaecological issues should not be overlooked. 
•  For GBIQ persons and trans women, issues such as prostate 
cancer and cardiovascular diseases should be considered. 

•  Legal support (representation or counselling) might be 
needed regarding the application and examination. 

•  Fear of persecution due to diverse SOGIESC as a ground for 

asylum. 

•  Legal support might be needed on procedures pertaining to 

legal gender recognition (trans applicants). 

•  Legal support might be needed on other procedures, 

including for the protection of victims of THB or to take legal 
action in response to GBV. 

•  Visible signs of distress or self-withdrawal during the 

assessment. 

•  The applicant’s reactions during the assessment, including 

the quality and level of communication between the 
assessor and the applicant. 

(114)  For more information on the clinical management of rape, consult the World Health Organization, Clinical 

Management of Survivors of Rape: A guide to the development of protocols for use in refugee and internally 
displaced person situations, Geneva, 2002. 

51 

 
EUROPEAN UNION AGENCY FOR ASYLUM 

Assessment topic 

Child protection (115) 

Considerations relevant to SOGIESC 
•  Comparison of the applicant’s reactions and behaviour at 

different visits and interactions with you or your colleagues 
(if this information is available). This helps to determine if the 
person’s feelings, well-being and behaviour have changed 
significantly. 

See also Table Indicators of special needs and vulnerabilities 
relevant to SOGIESC 
•  The best interests of the child should be a primary 

consideration during the assessment, including the LGBTIQ 
child’s wishes and views regarding issues related to their 
gender expression and overall well-being. 

•  In case of unaccompanied children, the appointed guardian 
or other legal representative is involved in the procedure. 

 Recommendations for staff conducting vulnerability assessment

•  Consider intersectionality when conducting the assessment; it is important to 

consider and assess potential intersecting needs and identities of an applicant (e.g., 
ability/disability, age) in addition to SOGIESC (for more information and practical 
recommendations on considering intersectionality, consult the Practical guide on 
applicants with diverse SOGIESC – Cross-cutting elements, Chapter 2. 
Intersectionality in asylum and the Practical guide on applicants with diverse 
SOGIESC – Information note, Chapter 2. Norms, biases and intersectionality). 

•  Make sure the assessment always takes place in a way/location where privacy and 

confidentiality are ensured. 

• 

Inform and reassure the applicant about the principle of confidentiality, and of any 
exceptions, such as mandatory reporting under national law (e.g. if a person is a 
danger to themselves or others). 

•  Use the applicant’s preferred pronouns and gender and appropriate and inclusive 
language; create and maintain a safe space for the applicant (also consult Practical 
guide on applicants with diverse SOGIESC – Cross-cutting elements, Chapter 3. 
Inclusive communication and creating safe spaces and Section Enabling self-
identification of this guide as well as the Box Points to remember: identification of 
vulnerabilities and special needs). 

•  Make sure that the interpreter involved is aware of and uses appropriate language 

and terminology, including on SOGIESC. 

• 

In the case of LGBTIQ children, ensure that their best interests are taken into 
account throughout the process, that their wishes are heard and that a guardian/ 
legal representative is involved. 

(115)  Relevant only when the assessed applicant is under 18 years old or in the case of the assessment of a family 

where one of the members is an LGBTIQ person. 

52 

 
 
 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

•  As an assessor, you should primarily assess the applicant’s safety and ensure the 

appropriate prioritisation of the case with regard to the response. 

•  Strengthen your knowledge and capacity regarding conducting vulnerability 

assessments, with a particular focus on elements related to LGBTIQ applicants, 
through capacity-building activities, including training, self-learning and peer-to-peer 
coaching. 

•  Familiarise yourself with the basic legal and soft law framework on SOGIESC at the 

international, national or EU level, such as the Yogyakarta Principles and the 
Yogyakarta Principles plus 10 (116), and with the situation and rights of LGBTIQ 
persons in your country. 

•  Consider and include the resilience and protective factors of an individual 

throughout the assessment; those may include personal skills, capacities and 
inherent strengths to cope with difficulties, but also family and other supportive 
networks. 

Related EUAA tool

The EUAA, Special Needs and Vulnerability Assessment Tool, 2022 supports Member State 
authorities in the assessment of the special needs of persons in vulnerable situations. It 
supports specialised staff in assessing special needs in a structured way and to identify 
appropriate future actions to be taken in the interests of the applicant. The users of the tool 
are specialised professionals tasked with assessing the needs of persons in vulnerable 
situations and taking actions to provide timely and adequate responses to those needs. The 
tool is designed to be used in an offline mode to mitigate the risk of a data breach. 

3.3.  Response to special needs and vulnerabilities 

Following their identification and/or assessment, an applicant’s special needs and 
vulnerabilities should be properly and promptly addressed. It is highly important to ensure that 
services or specific types of support needed are provided as soon as possible by specialised 
staff, to prevent an increase in vulnerability or to mitigate risks related to safety and security, 
the deterioration of physical or mental health and/or further marginalisation, exploitation or 
abuse. 

EU+ countries should make sure resources are available to address special needs in a safe, 
timely and appropriate manner through direct (in-house) provision of services (reception 
authority) or through referrals to external specialised service providers and stakeholders (for 

(116)  The ‘Yogyakarta Principles’ are a collection of international human rights standards on sexual orientation and 
gender identity compiled in 2006 by a group of human rights experts. In 2017, the ‘Yogyakarta Principles 
plus 10 (YP+10)’ were adopted, including Additional Principles and State Obligations, to complement the 
Yogyakarta Principles and particularly to elaborate on sex characteristics and gender expression. The full text 
of the Yogyakarta Principles, and of the YP+10 can be found on the official website available at 
https://yogyakartaprinciples.org/. 

53 

 
 
 
EUROPEAN UNION AGENCY FOR ASYLUM 

instance social services, mental health professionals, health clinics / hospitals, legal 
counsellors / lawyers, LGBTIQ organisations and networks).  

Applicants with diverse SOGIESC may have specific needs (such as health needs) that cannot 
be met by reception agencies or state-run and public authorities and entities. Therefore, it is 
important for reception authorities to establish cooperation, partnerships and an active referral 
system with relevant non-state actors and CSOs (consult the Practical guide on applicants 
with diverse SOGIESC – Cross-cutting elements, Chapter 6. Cooperation and coordination). 

The necessary response plan to address special needs and vulnerabilities entails actions and 
referrals that might be in relation to the following thematic areas (117): 

•  housing/accommodation (either first allocation or reallocation/transfer); 

• 

information provision; 

•  case management (social work-oriented) (118); 

•  physical and mental health / psychosocial support; 

• 

legal counselling and assistance; 

•  provision of food and NFIs; 

•  education (children); 

•  access to labour and vocational training; 

•  other types of social support (e.g. leisure, sports). 

Where specific services are not available (or are not available in sufficient quantity) by the 
reception authority (or centre) itself, reception workers should refer applicants to other, 
external service providers. To ensure safe and confidential referrals of applicants with diverse 
SOGIESC, it is of paramount importance to follow established and commonly agreed referral 
pathways and relevant protocols (standard operating procedures, etc.) that ensure the respect 
of principles and safeguards in service provision. Furthermore, there should be a mechanism 
for regular follow-up (monitoring) of whether the service was provided and the impact on the 
person concerned. The follow-up is performed in cooperation with the applicant and the 
service provider to which they were referred. 

Referral is the process of connecting an applicant who has diverse SOGIESC with service 
providers that can provide the needed support based on assessed needs. Referrals guarantee 
that applicants will receive holistic support from specialised staff and are made following 

(117)  The response plan should always be tailored to the real and identified needs of each applicant. Therefore, this 

is only an indicative list of the most common areas to be considered when addressing special needs. It is the 
responsibility of every assessor to develop a tailored response plan for each applicant, based on the identified 
and/or assessed needs. 

(118)  Case management is a structured working method used by a social worker and involves the coordination, 
monitoring and support of the applicant’s access to services that meet their needs in cooperation with the 
applicant themselves. Case management is a method of organisation and implementation of professional 
activity, offering the applicant an individual approach in an appropriate and systematic manner, through direct 
support or referral, in line with a response plan. 

54 

 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

standardised procedures (referral pathways or mechanisms). Referrals should normally be 
made in writing and follow the usual principles for referrals, including the following. 

• 

Informed consent. It should be explained to the applicant with whom and for what 
purpose the information will be shared, including what services might be expected; in 
the case of young children or unaccompanied children, the informed consent is 
provided by their parent or guardian / legal representative, unless it is not advised in 
line with the child’s best interests. 

•  Confidentiality. Information should not be shared with anyone other than the receiver 

of the referral unless there is an obligation under national law to report to the 
authorities (e.g. when certain types of crimes are committed or in emergencies or life-
threatening situations) (119). 

•  Data protection and additional safeguards to protect sensitive information 

(including both hard copies and electronic files). Physical files should be archived in 
lockable cabinets to which only those who need to know information for the purpose 
of the referral have access. Electronic files should be password protected, with access 
rights given only to those specific focal points. 

•  The ‘do no harm’ principle. This should be guaranteed and considered when deciding 
to conduct a referral to avoid exposure to further harm including re-traumatisation. 

It should be noted that an applicant might wish to receive information on potential services but 
not be referred, and this should be respected. If that is the case, the reception worker should 
provide information and contact numbers of relevant providers (for example emergency 
numbers and details of the police) and explain how services can be accessed if applicants 
with diverse SOGIESC wish to access them at a later stage. 

Practical tips: making safe referrals

•  Map out and consult LGBTIQ organisations, associations and support groups, and 
develop linkages to understand available services and assess collaborations, 
including referrals. 

•  When referring to other services, confirm that the referral source is a safe space for 
people with diverse SOGIESC. If as a reception worker you are struggling to find the 
appropriate or trusted services provider, contact a local LGBTIQ organisation to 
support with the referral. 

(119)  Certain types of professionals deployed in reception (mainly social workers, psychologists and medical 

practitioners) might be bound by national or profession-specific laws and regulations on the obligation of 
confidentiality. In some cases, exceptions may apply, especially when there is a real threat to someone’s life or 
well-being or when there is a disclosure of information that a child is being abused. Depending on your 
national law and practice, consider establishing an information exchange protocol between professionals 
(medical and non-medical actors/staff), aways taking into account the provision of informed consent by the 
applicant concerned. 

55 

 
 
 
EUROPEAN UNION AGENCY FOR ASYLUM 

•  Put in place active referral systems and partnerships with institutional and non-

institutional actors (for instance, CSOs, international organisations, other relevant 
authorities, LGBTIQ networks). 

•  Facilitate access to services outside of accommodation centres, including 

accompaniment, support in transportation and interpretation, where needed. 

Useful tools and guidelines on the provision of healthcare 

•  Zanzu (Belgium) is a practical online translating tool developed for (medical) 

professionals aiming to remove language barriers to sexual health, with respect for 
cultural diversity. The tool is available in multiple languages and has a specific 
section on LGBTIQ persons (120). 

•  The project ‘Open doors; promoting inclusive and competent healthcare for LGBTI 

people’ (Poland), produced the following tools, among others: 

  A short guide for healthcare professionals that summarises the most 
important information on LGBTIQ health. It includes an introduction to 
LGBTIQ terminology, a summary of the health needs of LGBTIQ people 
and practical recommendations to avoid discrimination and create 
inclusive clinical spaces (121). 

  A handbook for healthcare professionals that provides a detailed 

overview of the health inequalities and health needs of LGBTIQ people, 
an introduction to LGBTIQ terminology, a summary of the health needs of 
LGBTIQ people and practical recommendations to avoid discrimination 
and create inclusive clinical spaces (122). 

Both products are available in six languages (Bulgarian, Catalan, English, Hungarian, 
Italian, Polish). 

UNHCR and the United Nations Population Fund have developed an operational guidance 
on responding to the health and protection needs of people who sell or exchange sex in 
humanitarian settings, with a special focus on sexual and reproductive healthcare (123). 

(120)  Zanzu Belgium, ‘Sexual health in 14 languages’ and Zanzu Netherlands, 'Sexual health in 17 languages'. 
(121)  Open Doors, Open Up the Doors – An LGBTI guide for healthcare professionals, Lambda Warszawa 

Association, Warsaw, undated. 

(122)  Open Doors, Open Up the Doors – An LGBTI handbook for healthcare professionals, Háttér Society, 

Budapest, 2022. 

(123)  United Nations Population Fund and UNHCR, Operational Guidance – Responding to the health and 

protection needs of people selling or exchanging sex in humanitarian settings, 2021. 

56 

 
 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

4.  Mainstreaming SOGIESC in contingency 

planning 

In accordance with Article 32(1) RCD (2024), each Member State need to draw up a 
contingency plan in consultation with local and regional authorities, civil society and 
international organisations, as appropriate. The contingency plan sets out the measures to be 
taken to ensure an adequate reception of applicants (…) in cases where the Member State is 
confronted with a disproportionate number of applicants for international protection, including 
of unaccompanied minors (124).  

Even when the contingency plan is activated, reception conditions should ensure the full 
respect of an adequate standard of living in line with EU law, including the Charter of 
Fundamental Rights of the European Union (125). The basic needs of applicants, including 
applicants with diverse SOGIESC, must still be covered in exceptional situations, and any 
inevitable derogations from the provisions set out in the RCD (2024) must be as short as 
possible. 

This chapter mainly addresses managers and policymakers in reception. It outlines the main 
points and recommendations on how to integrate SOGIESC-specific considerations and 
elements when the Member States are asked to: 

•  confirm compliance with the RCD (2024) during the selection of contingency and 

preparedness measures to tackle the needs of an exceptional situation; 

•  ensure that material reception conditions are maintained above a certain quality 

threshold as the selected measures are applied. 

It is divided into six subsections covering key reception areas (see Section 4.2. Exceptional 
modalities for the provision of reception conditions to applicants with diverse SOGIESC) each 
including SOGIESC-specific considerations and applying an integral approach (126) to 
contingency planning. Some good practices are also identified within the various sections. (127) 

(124) Similarly, Article 18(9) RCD (recast) provides that Member States may exceptionally set modalities for material 
reception conditions that differ from those covered in the article, in duly justified cases and for a reasonable 
period, which must be as short as possible, when ‘(a) an assessment of the specific needs of the applicant is 
required, in accordance with Article 22’ and ‘(b) housing capacities normally available are temporarily 
exhausted’  

(125)  European Union, Charter of Fundamental Rights of the European Union (OJ C 326, 26.10.2012, p. 391). 
(126)  The integral (cyclical) approach covers three aspects that together form a systematic, cohesive and holistic 

approach to contingency planning. These aspects refer to the following stages/actions: develop/prepare, 
respond, review/adjust. 

(127)  For further information on constringency planning, consult the EUAA, Guidance on Reception – Operational 
standards and indicators, May 2024, which complements the EASO, Practical Guidance on Reception 
Conditions: Operational standards and indicators, 2016 and especially Section 15. Exceptional modalities for 
the provision of material reception conditions.  

57 

 
EUROPEAN UNION AGENCY FOR ASYLUM 

4.1. 

Early alert triggers and indicators 

Early alert triggers and indicators should be identified in the scenario-based process (e.g. 
numbers of arrivals, reception capacity and the occupancy rate, inflow and outflow, processing 
time of status determination, vulnerability profiles and human resources) (128). 

Triggers and thresholds should be well defined beforehand and indicators should be clearly 
characterised to enable a timely response. It is recommended, in the framework of an early 
warning system, to draw up a definition at the national level of what is considered high influx 
and/or to develop a numerical definition of what is considered an emergency situation that 
may require the activation of contingency measures. Possible thresholds could, for instance, 
be a certain increase in the number of arrivals, or an increase in persons with special needs 
over a defined period and/or exceeding a predefined occupancy rate for a period (which may 
result in a decrease in the quality of reception because of increased workload or exceeded 
capacity in reception facilities). Based on the scenario-based approach, the trigger system 
should support the reception authority in activating the response plan.  

Data constitutes a fundamental element of contingency planning, therefore rates/estimations 
of applicants with special needs and more precisely, of applicants with diverse SOGIESC, 
should also be considered. However, authorities need to keep in mind that estimating the rate 
of LGBTIQ applicants within the overall population might be quite challenging, for the reasons 
detailed in this guide, such as prevailing societal norms and the fear of outing and stigma that 
may affect a person’s willingness to disclose their SOGIESC.  

Another challenge is that persons with diverse SOGIESC who apply for international 
protection for reasons unrelated to their SOGIESC might still have special reception needs 
due to their SOGIESC. Thus, their needs should not be overlooked but should be considered 
in contingency planning. To overcome these challenges, it is recommended that anonymous 
SOGIESC-related data is collected in the asylum procedure, as they can be used to forecast 
an approximate number. This can assist authorities in their scenario-based process. It is 
preferable to have an approximate figure or rate of LGBTIQ applicants than to have none at all 
(also consult the Practical guide on applicants with diverse SOGIESC – Cross-cutting 
elements, Chapter 7. Data management and statistics). 

(128)  See also EASO, Guidance on contingency planning in the context of reception, 2018. 

58 

 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

4.2.  Exceptional modalities for the provision of 

reception conditions to applicants with diverse 
SOGIESC 

The provision of reception conditions for applicants is regulated by the RCD (2024), and 
exceptional modalities should also be in line with this directive. As explained above, the 
standards laid down in the RCD (2024) for non-exceptional situations should remain the 
reference during situations of disproportionate pressure as well. 

In this section, SOGIESC-specific considerations are highlighted based on reception topics, to 
support Member States in mainstreaming SOGIESC in contingency planning and 
preparedness. 

All the recommendations and considerations below should be read in conjunction with the 
principle of Article 32(1) RCD (2024) (129), which provides that measures set out by the 
contingency plan need ‘to ensure an adequate reception of applicants in accordance with this 
Directive’. This principle should be applied in conjunction with the following principles, to 
ensure the dignity, well-being and fundamental rights of applicants throughout the asylum 
process. 

•  Dignity. Member States must ensure that the reception conditions provided to 
applicants are compatible with their inherent dignity and do not subject them to 
degrading treatment. 

•  Standard of living. Applicants must have access to adequate housing that ensures a 
standard of living that guarantees their subsistence and protects their physical and 
mental health. 

•  Material reception conditions. Member States are required to provide applicants with 
material reception conditions, including housing, food, clothing and personal hygiene 
items. These conditions must be in line with national standards and respect applicants’ 
cultural and religious backgrounds (130). 

•  Healthcare. Applicants must have access to necessary healthcare of adequate quality, 
which includes, at least, emergency care and essential treatment of illnesses (as well 
as of serious mental disorders) and sexual and reproductive healthcare which is 
essential in addressing a serious physical condition. 

•  Persons with special reception needs. Special attention should be paid to the specific 

situation of applicants with special reception needs. 

(129)  Article 18 RCD (recast) respectively provides for non-derogable principles concerning the reception of 

applicants for international protection. 

(130)  For LGBTIQ applicants, such material reception conditions should be in line with their actual needs (e.g. 

appropriate menstrual hygiene products should be made available to trans men and potentially to intersex and 
non-binary persons). 

59 

 
EUROPEAN UNION AGENCY FOR ASYLUM 

4.2.1.  Housing 

As the general inflow of applicants for international protection increases, the inflow of 
applicants with special needs will also increase. Therefore, at the stage of 
planning/preparedness, attention should be paid to ensuring adequate and sufficient 
accommodation places for persons with special needs, including those more exposed to 
safety and security risks, such as LGBTIQ applicants. 

Mapping out the available reception capacity and occupancy is essential for efficient utilisation 
of existing capacity, for planning for extra capacity and for addressing the special reception 
needs of applicants. In that sense, Member States should map out the capacity and 
occupancy of their reception places that can be used for applicants with diverse SOGIESC, 
depending on their identified special reception needs. When mapping out suitable reception 
places, the following elements should be considered: location (i.e. the proximity to relevant 
service providers); infrastructure (e.g. individual sanitary and bathroom facilities, the possibility 
of private accommodation). This should be an ongoing exercise throughout all the stages of 
planning, implementation and review/adjustment. 

Given that the number of reception places fully adapted to the special reception needs of 
specific groups of applicants, including LGBTIQ applicants, is limited and that such places are 
likely to become even scarcer in times of emergency, a system of prioritisation should be 
implemented. Safe and secure reception places should be reserved for applicants with 
additional special reception needs, especially those with urgent medical needs or who face a 
greater risk to their safety (e.g. those at risk of being a victim of violence). Furthermore, 
particular attention should be paid to respecting family unity, family life and privacy. Guidelines 
should be in place to determine the most suitable accommodation in respect of the special 
needs and individual situations of vulnerable applicants, following a proper and timely 
identification of needs on an individual basis (see also Chapter 3. Identification, assessment 
and response to the needs of applicants with diverse SOGIESC). 

Similarly, security and safety cannot be negotiated, as they are preconditions for dignified 
living. Member States should thus ensure, as far as possible, the prevention of assault and 
violence, including that with a SOGIESC-related motive, when providing housing in a high-
influx situation. 

New/emergency reception facilities should display visual information materials, such as 
posters and videos that promote respect for diversity and inclusion of all people, regardless of 
their personal characteristics, including SOGIESC. Mechanisms for feedback (e.g. letter boxes) 
as well as for submitting complaints and incident reporting are in place and known to staff and 
residents. The right of the applicants to communicate with their relatives, legal counsellors and 
specialised organisations (e.g. by phone, the internet or other means) is also ensured. 

Applicants housed in emergency reception facilities should be transferred to regular facilities 
as soon as it is practically feasible, with prioritisation given to persons in a vulnerable situation, 
including LGBTIQ applicants. 

60 

PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

Good practice 

It is good practice to plan for a minimum capacity of buffer reception accommodation, 
where applicants in an insecure situation can be placed, sometimes temporarily, pending a 
transfer to suitable accommodation, in respect of their special needs, including applicants 
with diverse SOGIESC. 

4.2.2.  Healthcare 

Even in exceptional situations, Member States should ensure that applicants with diverse 
SOGIESC receive the necessary healthcare at the highest attainable standard, including 
mental healthcare, provided by qualified staff. The necessary healthcare should be of 
adequate quality and include, at least, a health screening soon after arrival, emergency care 
and essential treatment of illnesses, including serious mental disorders, sexual and 
reproductive healthcare or care required to deal with serious health complications, related to 
previously obtained gender-affirming interventions. 

4.2.3.  Human resources and capacity building 

Member States should ensure that, even in times of crisis, a competent experienced reception 
worker is assigned as reference person for gender-related cases, including for applicants with 
diverse SOGIESC (131). This person should be given the necessary time and space to fulfil this 
task. If experienced reference staff members are seconded to assist in the establishment of a 
new reception facility (132), it should be ensured that they have the time to continue acting as 
reference persons for the original reception facility. Such staff members should have access to 
training, including on SOGIESC-specific issues (133). In the absence of adequate time for 
training, on-the-job training modalities could also be applied (e.g. shadowing reference 
persons, coaching, online training). 

Medical staff should be knowledgeable on identifying and addressing the specific needs of 
applicants with diverse SOGIESC – especially those of trans, gender non-conforming, non-
binary and intersex applicants – and treating them in a sensitive and respectful manner. 

In times of crises, Member States still have to make sure that reception staff of diverse 
genders are available, especially healthcare professionals, case managers, interpreters / 
cultural mediators and staff involved in identification and assessment procedures. Similarly, to 

(131)  Or a reference person/focal point specialised in vulnerabilities and special needs, including needs on the basis 

of SOGIESC. 

(132)  Such reference persons could be responsible for more than one reception facility and for other vulnerable 
groups (e.g. GBV victims), provided they have sufficient time and resources to perform their tasks well.  
(133)  For more information on the content of such training, consult Chapter 1. Provision of reception conditions as 
well as the EUAA, Practical guide on applicants with diverse sexual orientations, gender identities, gender 
expressions and sex characteristics – Cross-cutting elements, October 2024, Section 5.3. Capacity building on 
SOGIESC. 

61 

 
 
EUROPEAN UNION AGENCY FOR ASYLUM 

the extent possible, applicants can express a preference to speak to a staff member of a 
particular gender if they wish to discuss sensitive topics. 

4.2.4. 

Information provision 

In times of crises, applicants are still entitled to receive information on reception conditions, 
including on those for persons with special needs (e.g. for LGBTIQ applicants, where such 
needs are identified) as well as on the rights of LGBTIQ persons and the level of social 
tolerance in the host country. Applicants should be informed of the ways in which they can 
report security issues, including those arising from their SOGIESC status. Furthermore, they 
should be given information on accessing legal assistance and other service providers 
relevant to the provision of reception conditions, including healthcare. 

Reception authorities should consider how to adapt efficient methodologies and channels for 
information provision to a higher number of applicants. For example, temporary and 
emergency reception facilities can display information materials, guidelines and resources and 
information on LGBTIQ service providers. 

Good practices 

• 

It is good practice to develop and regularly update frequently asked questions and 
answers related to the rights of and services for persons with diverse SOGIESC; 
these can be used before but also during situations of high influx. 

•  Communicating via social media (134) and developing platforms with dedicated 

information for LGBTIQ applicants are good ways to convey information and the 
message that is desired. By developing an app for mobile phones, the reception 
authority can easily reach many people. 

4.2.5.  External cooperation and coordination 

Cooperation and coordination among the reception authority and other relevant authorities, 
CSOs and international organisations are of paramount importance during normal times (135). 
When developing and implementing a contingency plan, it is necessary to reinforce and 
promote further coordination with and support from such entities and other relevant 
associations (e.g. volunteer groups, the migrant diaspora), where they operate (136). This should 
include LGBTIQ organisations and health (including mental health) providers. Coordination 
mechanisms should be established and agreed with the relevant entities beforehand; this can 
include joint meetings held in preparation for a situation of high influx and frequently repeated 
throughout the exceptional situation. 

(134)  See the example of Fedasil in the Box Good practices in Section 2.2. Risk mitigation. 
(135)  EUAA, Practical guide on applicants with diverse sexual orientations, gender identities, gender expressions 
and sex characteristics – Cross-cutting elements, October 2024, Chapter 6 Cooperation and Coordination. 

(136)  As also laid down in Article 32(1) RCD (2024). 

62 

 
 
PRACTICAL GUIDE ON APPLICANTS WITH DIVERSE SOGIESC – RECEPTION 

The roles and responsibilities of the competent authorities and the organisations involved, and 
the coordination mechanisms between stakeholders, have to be clearly specified. Those roles 
and functions are better defined and agreed through a formal mechanism (e.g. memorandum 
of cooperation) to avoid duplication of effort and to ensure the maximisation of available 
resources. Such organisations should also be timely informed about the establishment of new 
reception facilities, where appropriate. Persons (staff or volunteers) who come into direct 
contact with children and other people in a vulnerable situation should be aware of the 
particularities of working with these groups, including the use of respectful and inclusive 
language. 

4.2.6. 

Identification, assessment and response to special needs and 
vulnerabilities 

Even during a crisis, vulnerability identification and management should not be compromised. 
Existing standardised mechanisms for identifying and assessing special reception needs may 
be too time consuming and need to be accelerated. Therefore, Member States could 
temporarily use a more agile or faster screening tool or procedure, consisting of a preliminary 
health and vulnerability check to identify any needs for immediate care or special assistance 
and to determine if the applicants have special reception needs (137). Specialised LGBTIQ 
organisations can be involved in the assessment as well (e.g. through the provision of 
services, interpretation/cultural mediation, training of staff). Identified special needs of LGBTIQ 
applicants that might have an impact on procedural guarantees should be communicated to 
the asylum authorities (e.g. the assignment of a particular/trained case officer and/or 
interpreter of the gender preferred by the applicant). 

Where there are indications of vulnerabilities or special reception needs, the LGBTIQ 
applicants concerned should receive timely and adequate support in view of their physical 
and mental health. This may include referral or response to urgent medical needs (e.g. HIV/STI 
treatment, post-surgical or post-FGM/IGM treatment, sterile syringes for injection, other 
medical supplies) or other type of support (e.g. psychosocial support, psychiatric medication). 

(137)  Member States should keep in mind that an agile, faster screening tool or procedure should not replace the 

proper, fully-fledged identification and assessment of special needs and vulnerabilities (see 
Chapter 3. Identification, assessment and response to the needs of applicants with diverse SOGIESC), which 
needs to be performed for every individual as soon as the circumstances allow. 

63 

 
Scan to access all the parts 
of this Practical Guide