It is unlawful for an employer to discriminate against an employee on grounds of 'religion or belief'. If you believe that you have suffered from religious discrimination at work, please contact one of our solicitors.
Direct discrimination
Under the religious discrimination regulations, direct discrimination occurs where, 'on the grounds of religion or belief', an employer treats an employee less favourably than he or she treats or would treat other persons.
Indirect religious discrimination
Indirect discrimination occurs where an employer applies a ‘provision, criterion or practice’ equally but that application puts people of a particular religion or belief at a disadvantage.
This is unlawful unless it can be justified by the employer as an appropriate and necessary means of achieving a legitimate aim (i.e. a proper business requirement).
In effect, this means that an organisation must not have selection criteria, policies, employment rules or any other practices which have the effect of disadvantaging people of a particular religion or belief and which cannot be sufficiently justified by the need to meet a proper business requirement.
Dress codes
Employers who insist on a dress code that runs counter to the religious norms of certain employees leave themselves open to religious discrimination claims.
Time limits
In line with other discrimination legislation, claims under the Regulations must be made within three months of the act complained of taking place.
If you have suffered religious discrimination and you want to claim compensation, please contact one of our solicitors for advice. |
