Religion or Belief Discrimination at Work

Supporting Fairness in the Workplace for People 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.

Whether 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 you’re an employer seeking guidance on how to respond to or navigate legal obligations related to equality and diversity, our expert employment solicitors can help you.

We have significant experience advising both employees and employers on matters involving religion or belief discrimination and can support you whether you’re looking to resolve the issue informally, negotiate a settlement, or pursue (or defend) 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.

Employers have a legal duty to prevent unlawful discrimination and foster inclusive workplace cultures. We offer advice to help businesses stay compliant and fair.

Types of Religion or Belief Discrimination

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.

Employers must apply leave policies consistently and fairly to avoid claims.

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.

We help employers evaluate policies to prevent unintended consequences and legal risks.

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

Employers should ensure staff are trained to avoid such behaviour and respond appropriately to complaints.

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.

Employers should implement grievance procedures that protect complainants from retaliation.

Examples of Religion or Belief Discrimination We Can Help Address

For Employees:

• 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

For Employers:

• You need guidance on how to respond to a complaint or grievance
• You’re reviewing a workplace policy that may unintentionally discriminate
• An employee requests religious accommodations and you’re unsure how to proceed
• You want to deliver equality and diversity training to prevent future issues
• You’ve received a tribunal claim and require legal representation

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)

Employers should note that protection applies from recruitment through to termination—and to all levels of staff. We help employers implement robust, inclusive HR processes.

Your Rights and Legal Options

For Employees:

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.

For Employers:

You have legal responsibilities but also rights and options, including:

• Resolving concerns internally before they escalate
• Negotiating settlement agreements
• Defending tribunal proceedings
• Providing training and reviewing policies to minimise future risk

How We Can Help

At The Jonathan Lea Network, our expert employment solicitors regularly act for both employees and employers in matters involving religion or belief discrimination.

For Employees:

• Assess whether your experience amounts to unlawful discrimination
• Support you through grievance procedures or settlement negotiations
• Represent you at Employment Tribunal hearings
• Advise on related claims such as constructive dismissal or harassment

For Employers:

• Advise on equality and diversity compliance
• Help you draft or review non-discriminatory policies
• Represent you in defending employment claims
• Support with internal investigations and risk management
• Deliver staff training tailored to your workplace

We approach every case with professionalism, confidentiality and sensitivity to your beliefs and organisational needs.

Why Choose The Jonathan Lea Network?

✅ Specialist employment lawyers with experience in complex discrimination claims
✅ Trusted by both employees and employers across diverse industries
✅ 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, or run a business of any size, we’re here to help you uphold rights, resolve disputes and foster a respectful workplace.

Contact Us Today

If you’ve experienced or are dealing with issues around religion or belief discrimination at work—as an employee or an employer—don’t stay uncertain.

Get in touch for clear, compassionate advice tailored to your situation.

📞  Call us on: 01444 708 640

📧  Email: wewillhelp@jonathanlea.net

📩  Or fill in our Contact Form