If an employer requires staff to wear a uniform, what modifications should it consider to accommodate employees who practise different religions?
Are companies required to provide a prayer room for staff?
Can an employer have a dress code requiring female employees to wear a skirt?
Should a female Muslim employee be allowed to wear a veil or headscarf if she wishes to do so?
Can an employer have a policy that requires male employees to keep their hair short?
What can an employer do if an employee refuses to comply with a dress code?
Can an employer ban jewellery from the workplace?
Employers are not specifically required to provide a prayer
room. However, if a quiet place is available, and allowing its use for prayer
would not cause problems for other workers or for the business, the employer
should agree to it being used for the purposes of religious observance. Where
an employee's religion requires observance of particular prayer times during
the working day, this should be respected wherever possible, otherwise there is
a risk that the employee may claim that he or she has been discriminated
against on the grounds of religion or belief.
Willingness to accommodate the religious needs of employees is
likely to be in the employer's interests, as it will help maintain the loyalty
and goodwill of the workforce. If the employer has no room that can be
allocated for use as a permanent prayer room, it should discuss with employees
how else their request might reasonably be accommodated. For example, it might
be possible to use a meeting room or some other private space as a temporary
prayer room at specified times of the day.
Can an employee bring a pay discrimination claim on grounds other than sex?
Is an employer liable for offensive and/or potentially discriminatory material or comments posted on its intranet bulletin board?
In what circumstances could an employer's requirements and conditions of the job lead to claims of discrimination?
In specifying the requirements for a job, what steps can an employer take to ensure that it is not liable to claims of indirect discrimination?
How can an employer ensure that its application forms are not discriminatory?
How can an employer ensure that line managers draw up a shortlist for a position without unlawfully discriminating against applicants?
Can an employer be held liable if an unsuccessful applicant provides evidence that he or she may have been discriminated against during an interview?
Does an unsuccessful job applicant require concrete evidence to prove that he or she was discriminated against?
Does a generic induction day suffice for all new recruits?
Can an employee be dismissed for being a member of an extreme political party, for example the BNP?
Can an employer prevent employees from political campaigning at the workplace in support of a particular political party?
Can an employer prevent employees from displaying support for a particular political party at work, for example by wearing a badge or t-shirt?
Why should employers follow good practice in respect of religion and belief?
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