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Religion or belief - legislation
Legislation to prevent discrimination on the grounds of religion or belief was implemented in December 2003.
The legislation, which forms Article 13 of the European Community Employment Directive, has also made it unlawful for employers to discriminate, directly or indirectly, when employees ask for leave to observe religious occasions or wear specific dress.
It doesn't require employers to automatically grant these requests, but employers could be guilty of discrimination if they refuse simply because of someone's religion or belief.
Employers could be guilty of indirect discrimination if rules on leave particularly disadvantage some groups in comparison with others, and cannot be objectively justified.
In legislation, religion or belief is not explicitly defined. However, there are three key factors that help define what a religion or belief is. It will involve:
- collective worship
- a clear belief system
- a profound belief affecting a person's way of life or view of the world.
Political beliefs are excluded from any legislation in this area.
Further information is available from the ACAS website.