• Devise and implement an equal opportunities policy and ensure that it states clearly that there must be no discrimination or harassment against any employee or job applicant because of religion or belief.

  • Ensure that all line managers, supervisors and those with responsibility for recruitment are familiar with the organisation’s equal opportunities policy.

  • Be willing, where possible, to allow staff to hold prayer services at work.

  • Remember that policies and practices that amount to indirect religious discrimination may be justified only when the policy or practice is a proportionate way of achieving a legitimate business aim.

Want to read more?

This content requires a Croner-i subscription.

No Subscription?

;

Contact us to discuss your requirements.

Book a demo
Call an Expert:

0800 231 5199

Talk to us on

live chat