Essential points
- The principal legislation governing discrimination on the grounds of religion or belief is the Equality Act 2010.
- Religion or belief discrimination can occur directly when someone is treated unfairly because of their religion or religious or philosophical belief.
- It can also occur indirectly when they are disadvantaged by a policy, or practice or criteria.
- Discrimination can be in the form of harassment because of a protected characteristic, or victimisation because an individual brings a claim or internal complaint about discriminatory treatment or supports another to do so.
CIPD member content
This content is only available for CIPD members
If you’re already a CIPD member, please sign in to access this content
Please note
While every care has been taken in compiling this content, the CIPD cannot be held responsible for any errors or omissions. These notes are not intended to be a substitute for specific legal advice.
Bullying
and harassment
Discover our practice guidance and recommendations to tackle bullying and harassment in the workplace.
CIPD Trust
Tackling barriers to work today whilst creating inclusive workplaces of tomorrow.
Related content on discrimination
Explore the CIPD’s point of view on religion and belief, including actions for Government and recommendations for employers
Explore the CIPD’s point of view on gender equality at work, including recommendations for employers and actions for the UK Government
Explore the CIPD’s point of view on sexual orientation, gender identity and gender reassignment, including recommendations for employers
Explore the CIPD’s point of view on race inclusion in the workplace, including recommendations for employers
The 'Retained EU law bill', or REUL, changes UK employment law.
The CIPD's dedicated legal resource on holiday entitlement for all types of worker. This page includes guidance on applying the working time directive and how the UK court system sees legal claims against employers on annual leave matters.
CIPD guidance on the legality of working hours in the UK. Workable hours and breaks are directed by the UK's Working Time Regulations, formally part of the EU Working Time Directive. Here we explore key legislation and how the courts see claims against employers.