Religion and Belief
- Overview
- The Employment Equality (Religion or Belief) Regulations (2003)
- The Racial and Religious Hatred Act 2006
- Faith Guides for Higher Education
- Further information for managers and teaching staff
- Chaplaincy staff lunches
- BBC's festival calendar tool
- Useful links for staff and students
Overview
On the 2nd of December 2003, when the Employment Equality (Religion or Belief) Regulations came into force, it became unlawful to discriminate against workers because of religion or similar belief.
Where the Regulations apply
These regulations apply to employment - including recruitment, terms and conditions, promotions, transfers, dismissals and training - and vocational training, which extends to students in higher education.
Religion or belief is defined as being any religion, religious belief or similar philosophical belief. This does not include any philosophical or political belief unless it is similar to religious belief. It will be for the employment tribunals and other courts to decide whether particular circumstances are covered by the regulations.
What the Regulations say
The Regulations make it unlawful on the grounds of religion or belief to:
- Discriminate directly against anyone. That is, to treat them less favourably than others because of their religion or belief;
- Discriminate indirectly against anyone. That is, to apply a criterion, provision or practice which disadvantages people of a particular religion or belief without a good reason;
- Subject anyone to harassment. Harassment is unwanted conduct that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them;
- Victimise someone because they have made a complaint or allegation or have given evidence against someone else in relation to a complaint of discrimination on the grounds of religion or belief;
- Discriminate against someone in some circumstances after the working relationship has ended.
Exceptions
Exceptions may be made in very limited circumstances if there is a genuine occupational requirement for the worker to be of a particular religion or belief in order to do the job.
The Racial and Religious Hatred Act 2006
The Racial and Religious Hatred Act 2006 came into force on 1 October 2007. It creates a new criminal offence of stirring up hatred against a person on the grounds of their religion, which is punishable by a fine or a prison sentence of up to seven years. The offence applies to the use of words or behaviour which are threatening and intended to stir up religious hatred. The legislation ensures that protection is provided to people against harm because of their religious beliefs or lack of religious beliefs. This Act could apply to cases of religious discrimination in the workplace and it will be possible for both the organisation and individual managers/directors to be found guilty of the criminal offence.
Further Information
You may encounter requests from staff or students in connection with time off work or study for prayer, dress or religious holidays. In such circumstances, please contact your Personnel Manager for further assistance.