Making sense of employment law - workplace discrimination
employment equality (religion or belief) regulations
The Employment Equality (Religion or Belief) Regulations 2003 outlaw workplace discrimination and harassment on the grounds of religion or belief. All aspects of the employment relationship are covered including recruitment, pay, working conditions, training, promotion, dismissal and references.
Discrimination can be direct – for example treating someone less favourably on the grounds of their religion or belief. Or indirect – for example when a provision, criterion or practice is applied which particularly disadvantages people of a specific religion or belief and which is not justified in objective terms.
Harassment is unwanted conduct that violates people’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Victimisation is also covered and the new regulations protect someone who is treated less favourably because they have taken action under or in connection with the new legislation.
If you are an employee and believe you have been discriminated against under the new regulations please contact us as we can help. This could involve drafting a suitably worded grievance.
If you are an employer, you will probably already be aware that promoting equality of opportunity can only bring benefits to your business. It is important that not only do you have a suitably worded equal opportunities policy, but ensure that it is implemented effectively. This means managers receive appropriate training and that you monitor the policy’s effectiveness.
At martin searle solicitors we have considerable experience in diversity issues advising on the law, representing at Employment Tribunals and creating bespoke training packages.
want to talk to us?
If you believe you have suffered employment discrimination under the regulations or as an employer need information or assistance on how to implement an equal opportunities policy, please email Fiona Martin or phone 01273 609911.