Making Sense of the Law on religious discrimination for employees
Workplace discrimination based on religion or belief is prohibited by the Equality Act 2010. Discrimination on the grounds of religion or belief is broadly defined and may also protect 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 you are treated less favourably on the grounds of your religion or belief or lack of religion or belief. This need not be your own religion or belief. For example, it is direct discrimination where you are treated less favourably because of your 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 yourself, 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 your dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
Victimisation where you are treated detrimentally because you have made or intend to make a complaint or allegation. Also where you give or intend to give evidence in relation to a complaint of religious discrimination or discrimination due to your beliefs at work.
If you believe you have been discriminated against at work we can help. Our expert religious discrimination solicitors have a great deal of experience helping employees, job applicants and agency workers challenge discrimination based on religion or belief. This includes drafting grievances and supporting individuals throughout the grievance process. We offer advice on unfair dismissal, redundancy, and to those who have been offered a Settlement Agreement. Our specialist religious discrimination lawyers can also represent you at an Employment Tribunal if the grievance process fails to deliver your desired outcome.
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