20 Apr 2005 - Religious Discrimination at work outlawed
The Employment Equality (Religion or Belief) Regulations 2003 which came into force on 2 December 2003 outlaw discrimination in employment and vocational training on the grounds of religion or belief.
The regulations outlaw:
* Direct discrimination - treating people less favourably than others on grounds of religion or belief;
* Indirect discrimination - applying a provision, criterion or practice which disadvantages people of a particular religion or belief and which is not justified as a proportionate means of achieving a legitimate aim;
* Harassment - unwanted conduct that violates people's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment;
* Victimisation - treating people less favourably because of something they have done under or in connection with the Regulations, e.g. made a formal complaint of discrimination or given evidence in a tribunal case.
The Religion or Belief Regulations apply to discrimination on grounds of religion, religious belief or similar philosophical belief. They cover discrimination on grounds of perceived as well as actual religion or belief (i.e. assuming - correctly or incorrectly - that someone has a particular religion or belief). The Regulations also cover association, i.e. being discriminated against on grounds of the religion or belief of those with whom you associate (for example, friends and/or family)
Acas has produced practical workplace guidance on the new regulations.
The regulations outlaw:
* Direct discrimination - treating people less favourably than others on grounds of religion or belief;
* Indirect discrimination - applying a provision, criterion or practice which disadvantages people of a particular religion or belief and which is not justified as a proportionate means of achieving a legitimate aim;
* Harassment - unwanted conduct that violates people's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment;
* Victimisation - treating people less favourably because of something they have done under or in connection with the Regulations, e.g. made a formal complaint of discrimination or given evidence in a tribunal case.
The Religion or Belief Regulations apply to discrimination on grounds of religion, religious belief or similar philosophical belief. They cover discrimination on grounds of perceived as well as actual religion or belief (i.e. assuming - correctly or incorrectly - that someone has a particular religion or belief). The Regulations also cover association, i.e. being discriminated against on grounds of the religion or belief of those with whom you associate (for example, friends and/or family)
Acas has produced practical workplace guidance on the new regulations.
