If an employer requires staff to wear a uniform, what modifications should it consider to accommodate employees who practise different religions?
Can an employer ban jewellery from the workplace?
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?
Some employers choose to include restrictions on the wearing of jewellery as part of their dress code but these restrictions may lead to complaints of discrimination. In Eweida and others v United Kingdom  IRLR 231 ECHR, the employer’s policy allowed employees to wear religious jewellery only if it was worn under the uniform. The claimant was instructed to remove a cross that she refused to conceal. The European Court of Human Rights (ECHR) held that the claimant's right to freedom of thought, conscience and religion under art.9 of the European Convention on Human Rights had been breached because a fair balance had not been struck between her desire to manifest her religious beliefs and the employer's wish to project a certain corporate image. There was no real evidence that wearing such jewellery would negatively affect the employer's image or brand.
Employers should consider whether or not there is a legitimate reason behind a ban on jewellery. Where a ban on jewellery does amount to indirect discrimination, employers may be able to justify the policy if the wearing of jewellery might constitute a health and safety risk, such as where employees are operating potentially dangerous machinery.
A dress code that distinguishes between the sexes as to what jewellery may be worn in the workplace might also constitute sex discrimination. In Jarman v The Link Stores Ltd  ET/2505091/03, a male employee was disciplined for refusing to remove his earring and successfully argued that this amounted to sex discrimination.
Are companies required to provide a prayer room for staff?
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?
XpertHR provides answers to more than 1,000 FAQs. But that's not all...
Request a demo today to find out how XpertHR can benefit your organisation