The Equality and Human Rights Commission published a major report last week on the effectiveness of the law on religion or belief. The report focuses on four main areas:
definitions of religion or belief
exceptions in the Equality Act
the law protecting employees
the law protecting service users and service providers
It provides in-depth analysis of and concludes that the legal framework generally works well, and that no major changes to the current legal framework are necessary. Of particular interest to employers, the EHRC resists calls that they should be required to make “reasonable accommodation” for those whose seek permission to object on the basis of conscience to certain work duties (eg handling alcohol or certain foodstuffs) or from providing services to certain groups of customers or clients (eg those in a civil partnership). The report also dismisses the idea that the harassment provisions of the Equality Act 2010 should be extended to the provision of services.
But, recognising that misunderstanding of the law can lead difficulties, the Commission has also published a new suite of materialsfor employers which give a straightforward explanation of legal requirements and guidance on handling many of the day-to-day situations with which employers have to deal.
The EHRC has also worked with Acas in the development of new e-learning resourceson religion or belief in the workplace.
VERCIDA works with over one hundred clients who are committed to creating an inclusive work environment. If you are an employer and interested in working with VERCIDA to promote your diversity and inclusion initiatives and attract the best candidates, please call 02037405973 or email email@example.com for more information.
We are also officially recommended by Disability Confident as a step on achieving Employer status, pleaseclick herefor more information.
VERCIDA works with over one hundred clients who are committed to creating an inclusive work
environment. If you are an employer and interested in working with VERCIDA to promote your
diversity and inclusion initiatives and attract the best candidates, please email
firstname.lastname@example.org for more information.
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How to avoid religious discrimination claims
You should consider whether your policies, rules and procedures indirectly discriminate against staff of particular religions or beliefs.
The case of Don...