Religion or belief guidance for employers
In January 2013, the European Court of Human Rights (the Court) published its judgments in four combined cases about religious rights in the workplace. The cases were brought by Christians, but the implications of the judgment apply to employees with any religion or belief, or none. The judgment affects employer responsibilities for policies and practices protecting religion or belief rights in the workplace, the rights of employees (including job applicants) and the rights of customers.
The judgments may be referred to the Grand Chamber of the European Court of Human Rights and could be upheld, overturned or modified. In the meantime, we recommend employers should use the new guidance below that includes a selection of examples of requests and how employers might deal with them. You can also take a look at the Questions and Answer section below that addresses some key employer questions.
Employer's Guidance
- Religion or Belief in the workplace: a guide for employers following recent European Court of Human Rights judgments (2013)
- Religion or Belief in the workplace: an explanation of recent European Court of Human Rights judgments (2013)
- Development of definition of religion or belief in equality and human rights law reproduced with permission of Elizabeth Prochaska, Barrister, Matrix Chambers (www.matrixlaw.co.uk)
Last Updated: 09 Feb 2016