Introduction
“Never discuss politics or religion” has long been the golden rule for dinner parties. Since the Employment Equality (Religion or Belief) Regulations were introduced in 2003, the adage might be said to apply equally in the workplace. A spate of recent decisions involving religious employees has sparked huge media interest. In this feature, we use a range of cases to highlight how tribunals and courts have dealt with tricky issues arising under the Regulations, such as manifesting religion at work.
Hazel’s comment:
Long-time readers of this blog, and/or of ADSET’s Members’ Update publication which ceased publication a couple of years ago, will know that I am not good at writing a précis of an article. These people will also know that I will steer clear of even attempting such a thing depending on the topic and length of article.
Faith in the workplace? Six sides of A4? Sorry, forget it.
And, unless you are a Christian, do not try searching using Google for the phrase as you will get a page (I did not go further) of resources for Christians.
But, you still want to know about the law and how it affects your relationships in the workplace.
A good starting point is the ACAS leaflet published in 2005 which can be found at http://www.acas.org.uk/media/pdf/f/l/religion_1.pdf (A5 38pp). I could not easily find out where to order a paper copy but with that date on I would expect there to be one.
Remember, that an employee’s right to hold a particular religion or belief is absolutely protected – that same employee’s rights do not include manifestation of the religion or belief.
The difficulty for those who adhere to certain religions or faiths is that an inherent tenet of the religion or faith may require its adherents to behave in a certain way which may be taken to be a manifestation of the religion or faith.
So, go back to the introduction. However much it may go against the grain for some do not, please, talk about religion or politics at work!!
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