Acas have published new guidance on religion and belief to help ensure employers comply with the law when it comes to managing staff that have a particular religion, belief or those that don’t hold any beliefs. The guidance explains what religion or belief discrimination is and how to avoid it, highlighting the three key areas where discrimination can happen: (i) recruitment, where the potential for discrimination exists at each stage of the process; (ii) taking time away from work for religious reasons, so requests to use annual leave for religious reasons should be considered carefully and sympathetically; and, (iii)  dress code and appearance, where a flexible approach should be taken where possible. Acas also highlight that fasting can impact on performance so employers should try to be understanding in line with business needs.

This update provides summary information and comment on the subject areas covered. Where employment tribunal and appellate court cases are reported, the information does not set out all of the facts, the legal arguments presented and the judgments made in every aspect of the case. Click on the links to access full details. If no link is provided, contact us for more information.  Employment law is subject to constant change either by statute or by interpretation by the courts. While every care has been taken in compiling this information, SM&B cannot be held responsible for any errors or omissions. Specialist legal advice must be taken on any legal issues that may arise before embarking upon any formal course of action.