Religion or belief discrimination

Stephen Simpson Editor's message: Your organisation should accommodate religious observance wherever reasonably possible as a failure to do so may constitute indirect discrimination.

For example, a requirement in your dress code that Muslim women must not wear a hijab while working would be unlawful unless you can show that the discriminatory effect of the requirement on Muslim women is outweighed by a non-discriminatory reason for imposing the requirement.

Stephen Simpson, principal employment law editor

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