Religious discrimination

Resources

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  RG01: What legislation covers discrimination on the grounds of religion or belief in the UK?

  The principal legislation governing discrimination on the grounds of religion or belief from 1 October onwards is the Equality Act 2010. The Act represents the most significant overhaul of...
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  RG02: What is the definition of religion or belief for the purposes of the religious discrimination legislation?

  The relevant provisions of the Equality Act 2010, which came into force on 1 October 2010, set out a number of protected characteristics including religion or religious or philosophical belief....
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  RG03: What types of discrimination claim based upon the grounds of religion or belief can a claimant make against an employer?

  For a general explanation of the types of discrimination claim see our Discrimination FAQs. Examples of the different forms of discrimination in a religious or belief context are...
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  RG04: Is there case law guidance on the amount of compensation an employer will have to pay an employee who succeeds in a religious discrimination claim?

  Yes, case law guidance on the appropriate amount of compensation in religious discrimination claims is starting to emerge. The most crucial aspect...
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  RG05: Is it religious discrimination for an employer to have a dress code which prohibits clothing often worn by employees of a certain religion?

  This issue has perhaps generated more case law and certainly more press coverage than any other single religious discrimination issue. The short answer...
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  RG06: Is it indirectly discriminatory to refuse an employee permission to take holiday for a religious holiday?

  It is potentially indirectly discriminatory to refuse an employee time off for a religious holiday, but whether it can be justified will depend upon...
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  RG07: Is it indirectly discriminatory to require an employee to work on a certain day for example Sunday?

  Yes, it may be indirectly discriminatory to require an employee to work on a certain day, for example Sunday. Some case law examples are given below...
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  RG08: Should an employer routinely ask about religion or belief on job application forms?

  Unless a person's religion or belief is relevant to the job in question, personal questions about belief, family or anything else personal are probably not appropriate. However...
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  RG09: How does the comparison work in direct religion or belief discrimination claims?

  In order to show that a worker has been treated less favourably than other persons in a direct claim, a suitable comparator has to be identified. For example...
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  RG10: Can an employer justify discriminating against an employee on the grounds of their religion or belief at all?

  It is difficult to justify discriminating against an employee on the grounds of their religion or belief. If the claim is for direct discrimination...
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  RG11: Is there scope for conflict between sexual orientation and religious and belief discrimination?

  Yes, there is scope for potential conflict between the sexual orientation and religion or belief protected characteristics under the Equality Act 2010...
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  RG12: Do different rules apply if an employer is a school with a religious character and wishes to employ a teacher with certain religious beliefs?

  Yes, this situation is catered for under different regulations...
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  RG13: Are there any future developments expected in the area of discrimination on the grounds of religion or belief?

  The Government do not appear to be planning any further protection in the area of religion or belief discrimination. However, there are some significant British cases...