Discrimination on the basis of religion and/or belief is unlawful under the Equality Act 2010 (“the Act”). Therefore no employee or worker (including those deemed to be self-employed) should be discriminated against because of the religion they practice or the beliefs they hold. This extends to discrimination against individuals on the basis that they hold no religion or philosophical belief.
If you have been refused employment, offered employment on less favourable terms, denied promotion, training of other benefits, subjected to a detriment, dismissed or subjected to unwanted conduct, and you believe this is because of your religion and/or belief; you may have a claim for religion and/or belief discrimination.
Types of Discrimination
- Direct discrimination: This is where someone is treated less favourably and that less favourable treatment is because of their religion and/or belief, for example this would be where an employer refuses an employees request to wear religious jewellery at work (providing there is no health and safety risk).
- Indirect Discrimination: This is where an employer imposes a provision, criterion or practice (usually a policy) applicable to everyone, but which causes disadvantage to one group over another, and there is no objective justification for it.
An example of this would be where an employer implements a new shift pattern making working on a Saturday mandatory. This then has the effect of making it impossible for employees of the Jewish faith to observe this day as their holy day of rest.
- Harassment: In general terms this is unwanted conduct which has the purpose or effect of violating your dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
This can be bullying which is violent or obvious as well as teasing, nicknames, jokes, or other behaviour which is not done with malicious intent but which is upsetting.
Note: Behaviours out of work such as the Christmas party or away days can give rise to claims against an employer (vicarious liability) or personally against the perpetrator(s).
- Victimisation: This is where a person receives less favourable treatment compared to others because they have either brought (or given evidence in) an Employment Tribunal, or raised a grievance alleging discrimination protected under the Act.
- The Act also provides for ‘vicarious liability’ provisions, making an employer responsible for the acts of their employees.
What remedies are available for a claim?
If an employee or worker succeeds in a claim for religion and belief discrimination, the Employment Tribunal has the power to order the payment of compensation. The award would normally comprise of two elements: injury to feelings and loss of earnings.
Further the Employment Tribunal has the jurisdiction to award damages for personal injury and make recommendations that an employer takes specific action, within a specified period.
What length of service do I need to bring a claim?
An employee does not require any length of service to bring a claim for religion and belief discrimination.
Are there any relevant time limits?
The time limit for bringing a claim for religion and belief discrimination in the Employment Tribunal is three months less one day from the date of the most recent act of discrimination.
Extensions of this time limit are only available in exceptional circumstances.
How can we help?
We are experts in dealing with discrimination claims. If you feel you have been discriminated against in the workplace because of your religion and belief, please contact a member of the team on 0113 350 4030 or complete the enquiry form for a free 30 minute telephone consultation.
We will explore all avenues of funding.