Religion or Belief Discrimination at Work

Standing Up for Employees of All Faiths, Philosophical Beliefs and Worldviews 

At The Jonathan Lea Network, we believe that every individual deserves respect and equal treatment at work—regardless of their religion, beliefs, or lack thereof.

If you’ve been treated unfairly at work because of your religious views or philosophical beliefs, or because you don’t follow any religion at all, or if you are an employer and feel you have treated someone unlawfully, our expert employment solicitors can help you.

We have significant experience advising employees and professionals facing religion or belief discrimination and can support you whether you’re looking to resolve the issue informally, negotiate a settlement, or pursue a claim at an Employment Tribunal. 

What Is Religion or Belief Discrimination? 

Religion or belief is a protected characteristic under the Equality Act 2010. This protection covers: 

• Religious beliefs (e.g. Christianity, Islam, Judaism, Hinduism, Sikhism, Buddhism)
• Philosophical beliefs (e.g. humanism, pacifism, environmentalism)
• Lack of belief (e.g. atheism or agnosticism) 

To qualify, a belief must be genuinely held, not just an opinion or viewpoint, and must impact the person’s life choices or behaviour significantly. 

The law applies throughout employment—during recruitment, daily work, promotion opportunities, dismissal processes and beyond. 

Types of Religion or Belief Discrimination 

1. Direct Discrimination 

Occurs when you’re treated worse than others because of your religion or belief. 

Example: A Muslim employee is consistently denied leave during Eid celebrations, while Christian colleagues are allowed time off at Christmas. 

2. Indirect Discrimination 

This happens when a workplace policy or rule applies to everyone but puts people of a particular religion or belief at a disadvantage—and the policy cannot be objectively justified. 

Example: A dress code that bans all head coverings may indirectly discriminate against employees who wear turbans, hijabs or kippahs for religious reasons. 

3. Harassment

Unwanted conduct related to religion or belief that creates an offensive, intimidating or hostile work environment. 

Examples: 

• Derogatory jokes or comments about someone’s religion 
• Mocking dietary requirements or prayer practices 
• Displaying offensive materials in shared workspaces 

4. Victimisation 

Being treated unfairly because you’ve made a complaint about religion or belief discrimination—or supported someone else who has. 

Example: You support a colleague’s grievance about religious harassment and find yourself excluded from key meetings as a result. 

Examples of Religion or Belief Discrimination We Can Help With 

• You are refused time off for religious observance, despite similar flexibility being granted to others 
• You’re overlooked for promotion because of perceived religious “inflexibility”
• Workplace events or facilities exclude religious needs (e.g. dietary, clothing, prayer)
• Colleagues make offensive remarks or jokes about your religion or worldview
• A manager pressures you to conform to secular or alternative beliefs
• You are dismissed or demoted after raising a complaint about religious discrimination 

Who Is Protected? 

The Equality Act protects: 

• Practising members of a recognised religion 
• People who hold philosophical beliefs (such as ethical veganism or pacifism)
• Individuals who choose not to follow any religion or belief 
• Employees perceived to follow a particular religion or belief—even if that perception is incorrect 
• Employees associated with someone of a particular religion or belief (e.g. a family member)

Protection applies regardless of job title, level of seniority, or length of service. 

Your Rights and Legal Options 

You are legally entitled to: 

• Equal access to training, promotion and development opportunities
• Protection against direct or indirect discrimination and harassment
• Reasonable accommodation of your religion or belief (where practicable)
• Raise grievances or concerns without fear of retaliation 
• Bring claims in the Employment Tribunal if discrimination occurs 

⏳ Time limit alert: You must usually begin a claim within three months less one day from the date of the discriminatory act. 

How We Can Help 

At The Jonathan Lea Network, our expert employment law solicitors will:

• Assess whether your experience amounts to discrimination under the law
• Help you raise the issue internally through grievance procedures 
• Engage with your employer to seek resolution or negotiate a settlement
• Represent you in Employment Tribunal proceedings where necessary
• Advise on related claims such as constructive dismissal or harassment 

We approach every case with professionalism, confidentiality and sensitivity to your personal circumstances and beliefs. 

Why Choose The Jonathan Lea Network? 

• ✅ Specialist employment lawyers with experience in complex discrimination claims
• ✅ Clear, tailored legal advice delivered in plain English 
• ✅ Empathetic and respectful approach to religious and philosophical diversity
• ✅ Transparent pricing with fixed-fee consultations available 
• ✅ Remote consultations available for clients across the UK

Whether you work in the public or private sector, we’re here to help protect your rights and dignity at work. 

Contact Us Today 

If you’ve experienced religious or belief discrimination at work, don’t stay silent. We’ll help you understand your rights, take action, and secure a fair outcome. 

📞  Call us on: [01444 708 640]
📧  Email: wewillhelp@jonathanlea.net
📩  Or fill in our Contact Form