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 or your business may have discriminated against an employee due to their 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.
We help employers prevent discrimination in the workplace in a variety of ways, including writing and advising on the implementation of an equality and diversity policy and training managers in religious discrimination law.
We can also advise on or manage a grievance or disciplinary procedure, where individuals acting under your control have discriminated against a colleague, or represent you at an Employment Tribunal.