RELIGIOUS DISCRIMINATION - UK EMPLOYMENT SOLICITORS
No employee should face discrimination based on their religion or religious beliefs, and if you feel you have been or are being subjected to religious discrimination, you may have a claim to bring in front of the Employment Tribunal. Phone our helpline or email our offices and an experienced solicitor will contact you regarding your complaint. All calls are completely confidential and risk-free.
If you think you may have a religious discrimination claim, please contact us as soon as possible for an informative consultation with a religious discrimination solicitor. You will receive a concise and easily understandable review of your case and an estimate of your possible compensation and the likelihood of your claims success. If you do decide to move forward with your claim, rest assured that you pay nothing unless you win your case, so there is absolutely no risk.
SOLICITORS HELPLINE 0844 332 0018
Based on The Employment Equality (Religion or Belief) Regulations 2003, all employees are protected from any type of religious discrimination. Under the Regulations, “religion” is defined “as any religion, religious belief or similar philosophical belief.” No specific religion or system of belief is mentioned in the regulation; all of the world’s major religions are covered, as well as many smaller practices, such as Humanism. It is even illegal to discriminate against someone for their lack of religious belief or practices.
Claims can also be brought against an employer if an individual feels they are being treated unfairly or harassed based on their perceived religion or due to their association with members of a particular religion. It is ultimately the decision of the Employment Tribunal as to what constitutes the practice of a religion, and qualifying factors usually include a well-defined system of belief affecting its practitioner’s lifestyle and worldview and a collective system of worship.
SOLICITORS HELPLINE 0844 332 0018
There are essentially four basic categories of religious discrimination: harassment, direct discrimination, indirect discrimination and religious victimisation. Harassment covers threatening, offensive or any otherwise degrading words or behaviours aimed at an individual based on their religion. Direct discrimination refers to an individual employee’s unfavourable or unfair treatment because of their religion; indirect discrimination is similar in nature, referring to the enactment of possibly unfair rules or requirements that causes detriment to an entire group of employees on the basis of belief. Religious victimisation refers to an employer’s discrimination against an individual on the basis of that employee’s possible filing of or participation in any religious discrimination claim.
SOLICITORS HELPLINE 0844 332 0018
The Employment Equality (Religion or Belief) Regulations 2003 covers every step leading up to and including employment: recruitment and hiring, necessary training, promotions and transfers. Employers cannot refuse a reference to another employer for a qualified employee based on that employee’s religion. An employer may even be held responsible for discrimination perpetrated by other persons in their employ.
SOLICITORS HELPLINE 0844 332 0018
Rarely, some exceptions can be made based on “genuine occupational requirement” (GOR). A GOR means that an individual “must be of a particular religion or hold certain religious beliefs in order to perform the job or abide by the religious ethos of the business or organisation.”
SOLICITORS HELPLINE 0844 332 0018
Call today for a completely confidential, risk-free consultation with an experienced religious discrimination solicitor. All consultations are free of any charges or other obligation.
SOLICITORS HELPLINE 0844 332 0018