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
Updated to include information on Unite the Union v Nailard, in which the EAT considered the union's liability for harassment by two of its elected branch officers against an employee.
Cases on appeal provides news on key case law developments that are expected.
We round up seven significant employment law decisions expected in 2017, with cases pending on employment status, equal pay, whistleblowing, employment tribunal fees and holiday pay.
During the Christmas period employers face a minefield of HR challenges. How well prepared is your organisation for the festive season? We set out some essentials.
In this week's podcast, we predict the key cases for 2017. We explain why employment status in the gig economy will be a big talking point, and flag up a major equal pay case against a private-sector employer.
What were the most significant employment case law decisions in 2016? Stephen Simpson counts down the 10 most important judgments for employers this year.
In this case about discrimination in the provision of goods and services, the Northern Ireland Court of Appeal has held that a Christian bakery committed direct sexual orientation discrimination when it refused to fulfil an order for a cake featuring a message in support of same-sex marriage.
A table listing the religious discrimination awards made by employment tribunals in 2015/16.
The requirement to speak English at work and dress codes at work are policy areas where employers should tread carefully to avoid discrimination. Deborah Bulman, a senior associate from Burges Salmon LLP, considers recent legal controversies and gives tips on drafting employment policies.
In Harron v Chief Constable of Dorset Police  IRLR 481 EAT, the EAT allowed the employee's appeal against the ruling that his passionate belief in efficient use of public money did not constitute a "philosophical belief", on the basis that it was unclear if the tribunal had properly applied the necessary criteria. The issue was remitted to the tribunal for fresh consideration.
HR and legal information and guidance relating to religion or belief discrimination.