Religion or Belief Discrimination
What is Religion and Belief Discrimination?
Religion and belief discrimination occurs when an individual is treated unfairly due to their religious beliefs, lack of religious beliefs, or philosophical beliefs.
Under the Equality Act 2010, this form of discrimination is unlawful and encompasses all facets of employment, including recruitment, terms and conditions, training, promotions, and termination. The law protects not only those who belong to established religions but also those who hold serious and cogent beliefs that affect their way of life or view of the world.
Types of Marriage and Civil Partnership Discrimination
Direct Discrimination happens when an individual is treated less favourably than another person in a similar situation due to their religion or beliefs. For example, if a qualified candidate is not selected for a position because of their religious practices, it constitutes direct discrimination.
Indirect Discrimination occurs when a workplace policy or practice is applied to all but disproportionately affects individuals of a particular religion or belief. An example might be scheduling mandatory meetings during times that clash with religious observances, thereby disadvantaging those who observe these practices.
Harassment involves unwanted conduct related to a person’s religion or beliefs that violates their dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment. This could include making offensive jokes or remarks about someone’s religious practices or beliefs.
Victimisation happens when an employee is treated poorly because they have made or supported a complaint about religion or belief discrimination. This could be in the form of exclusion from projects, or other adverse actions taken against them as retaliation.
How Can We Help?
At Dutton Gregory, we offer a full range of legal services designed to effectively manage religion and belief discrimination issues within your organisation.
We will review your current policies to pinpoint potential risks of religion and belief discrimination and assist in developing or refining policies that promote equality and adhere to current legislation.
Working closely with your management, we will evaluate potential risks of religion and belief discrimination in your workplace and recommend proactive strategies to mitigate these risks, thereby decreasing the likelihood of expensive legal disputes.
Should your organisation face a claim of religion or belief discrimination, our experienced solicitors are prepared to offer expert legal representation, developing a strong defence strategy to safeguard your interests. We have a history of successfully defending complex discrimination cases.
We offer customised training sessions aimed at educating your HR team, managers, and employees about religion and belief discrimination and how to prevent it. These sessions include guidance on fostering an inclusive environment, understanding legal obligations during recruitment, effective performance management, and the proper handling of grievances.
How to get in touch
Please contact us using the buttons below.
Contact Darren Tibble, Head of Employment.
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