Religion - what the law says
The Employment Equality (Religion and Belief) Directive 2003 establishes:
- Protection for employees and job applicants from any act of discrimination or harassment on grounds of religion or belief
- Includes identical provisions to the Racial Equality Directive 2000/43/EC on definitions of discrimination, rights of legal redress and the sharing of the burden of proof.
- Allows for limited exceptions to the principle of equal treatment, for example, to preserve the ethos of religious organizations
Good Practice
The Law does not require employers to:
- Monitor the religious make up of their staff
- Grant time off for religious festivals
- Provide prayer rooms
However, consideration should be given to all of the above in order to show an ongoing commitment to promoting diversity, inclusion and developing.
More information on Religion and Faith.