Making Sense of the Law on religious discrimination for employees
Workplace discrimination on the grounds of religion or belief is prohibited by the Equality Act 2010. Discrimination on the grounds of religion or belief is broadly defined and also protects non-believers. If you believe you have been discriminated against due to your beliefs, it is important that you consult with a specialist religious discrimination lawyer.
Direct discrimination where a person is treated less favourably on the grounds of their religion or belief or lack of religion or belief. This need not be the person’s own religion or belief. For example, it is direct discrimination where someone is treated less favourably because of their partner’s religion or belief.
Indirect religious discrimination at work where a provision or criterion disadvantages people of a specific religion or belief (or lack of), including the individual concerned, unless the practice can be objectively justified (by this the legislation means it is a proportional means of achieving a legitimate aim). Indirect religious discrimination is unlawful whether it is intentional or not.
Harassment or unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
Victimisation where someone is treated detrimentally because they have made or intend to make a complaint or allegation. Also where they give or intend to give evidence in relation to a complaint of religious discrimination at work.
If you believe you have been discriminated against at work we can help. Our discrimination law experts at Martin Searle Solicitors have a great deal of experience helping employees, job applicants and agency workers challenge discrimination on the grounds of religion or belief. This includes drafting grievances and supporting individuals throughout the grievance process. We can also represent you at an Employment Tribunal if the grievance process fails to deliver your desired outcome.