Accommodating religion in the workplace
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In some limited circumstances, indirect discrimination may be justified if it is what the law terms 'a proportionate means of achieving a legitimate aim'.
View or download the Acas guide Religion or belief and the workplace - a guide for employers and employees [347kb].
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: If an employee feels they been discriminated against, they will be able to bring a claim to an Employment Tribunal.
This includes all major religions, as well as less widely practised ones.
The Employment Appeal Tribunal has guidance on what a philosophical belief must look like: Humanism and atheism are examples of philosophical beliefs Workers are also protected against discrimination if they do not hold a particular (or any) religion or belief.
Further information is available from Ministry of Justice - Employment Tribunal guidance.
Through the Acas Helpline you can get advice on specific problems, and explore alternatives to an Employment Tribunal claim, such as Mediation, where appropriate.
The workplace is obviously a site that is impacted by religious diversity and it is well known that issues of religious diversity in the workplace are becoming more prominent.
Title VII of the Civil Rights Act of l964 prohibits employers from discriminating against individuals because of their religion in hiring, firing, and other terms and conditions of employment.
The first fee will be paid to issue a claim and a further fee will be payable if the claim goes to hearing.
There are two levels of fee which will depend on the type of claim.
Employers do not have to give workers time off or facilities for religious observance, but they should try to accommodate them whenever possible.