Religion or belief: rights at work
Back to Topic
Click to Print
Useful Websites
Glossary Term Selection
This article is 9 years old.
Click here to view the latest articles for this topic.
Employers should ensure they have policies in place which are designed to prevent discrimination in:
- recruitment and selection;
- determining pay;
- training and development;
- selection for promotion;
- discipline and grievances;
- countering bullying and harassment.
There is no specific list that sets out what religion or belief discrimination is. The law defines it as any religion, religious or philosophical belief. This includes all major religions, as well as less widely-practised ones.
Employees are also protected against discrimination if they do not hold a particular (or any) religion or belief.
Many employers find that being sensitive to the cultural and religious needs of their employees makes good business sense. This can mean making provisions for:
- flexible working;
- religious holidays and time off to observe festivals and ceremonies;
- prayer rooms with appropriate hygiene facilities;
- dietary requirements in staff canteens and restaurants;
- dress requirements.
Want to see the rest of this article?
Would you like to see the rest of this article and all the other benefits that Issues Online can provide with?
- Useful related articles
- Video and multimedia references
- Statistical information and reference material
- Glossary of terms
- Key Facts and figures
- Related assignments
- Resource material and websites
