Belief discrimination

Protection against discrimination in the Equality Act 2010 goes beyond safeguarding employees' religious beliefs to cover “philosophical beliefs” as well. Employees who hold a “philosophical belief” that meets the test set out in case law are protected against direct and indirect belief discrimination, harassment and victimisation because of their belief.

What constitutes a “philosophical belief” under the Equality Act 2010 is a matter of fact in each case. Employment tribunals will apply the test in Grainger plc v Nicholson, in which the Employment Appeal Tribunal (EAT) set out five hurdles that must be jumped for a philosophical belief to come within the Equality Act 2010. The EAT found that a deeply held belief that “mankind is duty-bound to act on catastrophic climate change” was protected under the Equality Act 2010.

Legal Q&A: Religion and belief discrimination

6 Mar 2007

The Equality Act 2006 is set to clarify the law on religion or belief discrimination. The Act changes the existing...

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Few employers place faith in policies on religion and belief

19 Feb 2007

Only a third of employers have an explicit policy on religion and belief in the workplace, a study has found....

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Weekly dilemma: Philosophical beliefs

31 Oct 2006

An employee has complained under the company’s harassment procedure. She says that her colleagues have been laughing at her because...

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Religion and Belief – Respecting and accommodating faith and belief in the workplace

21 Apr 2006

This is a low-key training package that benefits from a thoughtful and measured approach to dealing with religious diversity in the workplace.

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Religions and beliefs

15 Jun 2004

There is no requirement in the Employment Equality (Religion or Belief) Regulations 2003 (RB regulations) for people to provide evidence...

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Political beliefs

20 Jan 2004

Q The Home Secretary has called for the police to automatically disqualify members of the British National Party from becoming...

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