There are many religions represented in our multi-cultural society. Respecting another’s religious beliefs is covered by regulations introduced in 2003.
Legislation
The Employment Equality (Religion or Belief) Regulations 2003 came into force on 2 December 2003. They prohibit direct and indirect discrimination, harassment and victimisation on grounds of religions or belief. The regulations apply in England, Scotland and Wales. Northern Ireland has separate legislation. The Race Relations Act 1976 does not prohibit religious discrimination as such, but discrimination against ethic groups are prohibited.
Good practice guidelines
ACAS suggests looking at the following areas:
- Dietary requirements - If staff bring food into the workplace they may need to store and heat food separately from other food. You may need to find a mutually acceptable solution
- Pray room facilities - Employers are not required to provide a prayer room. Some religions may require followers to pray at certain times of the day. It is good practice to provide a quiet area for prayer or contemplation
- Religious holidays -The number of days leave remains constant as in the employment contract. If workers request holiday to celebrate religious festivals, employers should consider if it is practical for the employee to be away from work and have sufficient holiday entitlements. Employers with Christmas shutdowns have to consider whether non-Christian employees should be given holidays in lieu. Employers may want to review their procedures so that employees can take their leave at times, which are significant to their religion
- Restrictions of hours of work - It is good practice to allow members of staff to request flexible working arrangements in order to carry out religious worship. This may be on a daily basis, or at certain times of the year. You will need to reach agreement with the member of staff to allow them to take a shorter lunch break or work later or start earlier in the day to make the time up. All staff are required to work the number of hours specified in their contract
- Dress codes - Where organisations have a dress code, make sure it does not conflict with the dress requirements of some religions. If jewellery and tattoos are included in the code, flexibility should be given to support religious requirements
If you think you have been unfairly treated or need further advice give the Employment Law helpline a call.