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Can an employer be liable for harassment of an employee by other employees because of his or her religion or belief?

Can an employer and/or its employees be liable for harassment on the grounds of religion or belief where the victim is mistakenly believed to be of a particular religion or belief?

Can an employer and/or its employees be liable for harassment of an employee because of, for example, his or her partner's religion or belief?

Can an employer restrict a job to people of a particular religion or belief?

What "positive action" is permitted under discrimination legislation?

Under the law outlawing discrimination on the grounds of religion or belief are company dress codes permissible?

As Christmas is a Christian festival, can an employer still hold a Christmas party if some of its employees belong to other religions?

What issues should employers take into account regarding the timing of a work-related social event such as a Christmas party?

What issues should employers take into account when organising the catering for work-related social events?

Should employees who practise faiths other than Christianity be given additional annual leave to enable them to celebrate religious festivals?

Should employees who practise religions other than Christianity be given additional time off in lieu where a bank holiday is aligned to a Christian festival such as Easter?

There is no requirement for employers to allow additional time off in lieu for employees who practise religions other than Christianity. This would result in more favourable treatment for certain religious groups, and amount to unlawful direct discrimination. Employees have the option of using their holiday entitlement to request time off for religious purposes.

However, employers should be aware of their obligations under the Employment Equality (Religion or Belief) Regulations 2003 (SI 2003/1660), which protect workers against direct and indirect discrimination on the grounds of "any religion, religious belief or philosophical belief". Arguably, if employees are required to take annual leave on bank holidays due to the closure of the workplace, this could amount to indirect discrimination against employees of religions other than Christianity, who have to use additional annual leave to request time off for religious purposes. However, an employer is likely to be able to justify this requirement on the grounds that it is not feasible to operate on public holidays, for example because custom is limited and its suppliers are closed.

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Can Christian employees refuse to work on the bank holidays that are aligned to a Christian festival such as Easter?

Are employers required to monitor their employees' religions and beliefs?

How are employees protected from dismissal under the Employment Equality (Religion or Belief) Regulations 2003?

Are Sikhs working on construction sites required to wear safety helmets?

Are employers obliged to let Sikh employees wear a kirpan under their clothing while at work?

Can employers require all employees to wear a uniform?

If an employer requires staff to wear a uniform, what modifications should it consider to accommodate employees who practise different religions?

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?