Religious discrimination
Religious discrimination legislation has been in place in the UK since 2003, although individuals of religious denominations that are associated with one particular race have been bringing race discrimination claims much earlier than 2003. “Religion or belief” is a protected characteristic under the Equality Act 2010.
Religious discrimination laws cover direct and indirect religious discrimination, and harassment and victimisation because of someone's religion.
Any religion is protected under UK equal opportunities laws. This means that, while the majority of claims will be brought by Christians, Muslims, Hindus, Sikhs, and Jews, it is possible for an employer to face a workplace discrimination from followers of other religions such as Pagans, Spiritualists or Wiccans (Holland v Angel Supermarket Ltd and another). A lack of religion is also covered.
Top 10 HR questions December 2017: Workers’ rights post-Brexit
December saw the announcement of an agreement between the UK and the EU on citizens’ rights following Brexit. Employers are...
Christmas in the workplace: 10 common employer queries
During the Christmas period employers face a minefield of HR challenges. How well prepared is your organisation for the festive...
Jewish teacher sacked for ‘living in sin’ wins discrimination claim
A school teacher has won a religious and sex discrimination claim against an Orthodox Jewish nursery which dismissed her for...
Ethnicity facts and figures must be “explained or changed”
Theresa May will challenge society to “explain or change” disparities in how people from different ethnic backgrounds are treated, as...
Six important employment law cases in 2017
The decision by the Supreme Court that the employment tribunal fees system is unlawful may be one of the most...
Ramadan in the workplace: top tips for employers
For many Muslims, Ramadan is a period of religious observance, which includes fasting from sunrise to sunset. Ashok Kanani provides...
Headscarf cases: what now for employer dress codes?
Recent European court judgments have suggested that employers can justify a ban on employees wearing certain religious items. But what...
General election 2017: five things to know about politics in the workplace
Can employers prevent staff from political campaigning at work? Should employees be banned from displaying their political allegiance, for example...
Ban on religious dress can be justified, says European Court
An employer can justify a ban on religious dress that prevents a Muslim woman from wearing an Islamic headscarf (hijab)...
Religious festivals: five-week holiday rejection not discriminatory
The Employment Appeal Tribunal (EAT) upheld a tribunal’s rejection of a claim that a Roman Catholic was not discriminated against...
Employment law cases 2017: seven decisions to look out for
We round up seven significant employment law decisions expected in 2017, with cases pending on employment status, equal pay, whistleblowing,...
The 10 most important employment law cases in 2016
What were the most significant employment case law decisions in 2016? Stephen Simpson counts down the 10 most important judgments...
Discrimination risks: requirement to speak English at work and dress codes
The requirement to speak English at work and dress codes at work are policy areas where employers should tread carefully...
Five important employment law cases in 2016… and five more to come
Your annual summer round-up of the most important employment law cases 2016 has seen so far, and those still to come…
Employers cannot ban Muslim headscarves, says Advocate General
An employer cannot have a blanket ban on religious dress that prevents a Muslim woman from wearing an Islamic headscarf...
