By Rehana Hussain of Charles Gregory Solicitors Limited posted in Employment on Tuesday, June 28, 2016.
The Equality Act 2010 makes it unlawful for employers to discriminate against employees on grounds of their religion or belief.
How could an employer unknowingly discriminate against an employee on grounds of their religion or belief?
Direct Discrimination, for example, an employer treating an individual less favourably than someone with a different religion or belief. Examples of direct discrimination include dismissing someone because of a protected characteristic, deciding not to employ them, refusing them training, denying them a promotion, or giving them adverse terms and conditions all because of their religion or belief.
Indirect discrimination, Indirect discrimination occurs when an organisation's practices, policies or procedures have the effect of disadvantaging people who share certain protected characteristics. Examples of indirect discrimination include: refusing to allow an employee to wear a hijab or turban or requiring all employees to dress in a particular way if this means they can't wear an item of clothing they regard as part of their faith. Click here for more details..
Contact Details:
Charles Gregory Solicitors
2 Hammersmith Broadway
London, Greater London, W6 7AL
Phone no: 2033933219
Mail id: info@charlesgregory.co.uk
Web: http://www.cgslaw.co.uk/
The Equality Act 2010 makes it unlawful for employers to discriminate against employees on grounds of their religion or belief.
How could an employer unknowingly discriminate against an employee on grounds of their religion or belief?
Direct Discrimination, for example, an employer treating an individual less favourably than someone with a different religion or belief. Examples of direct discrimination include dismissing someone because of a protected characteristic, deciding not to employ them, refusing them training, denying them a promotion, or giving them adverse terms and conditions all because of their religion or belief.
Indirect discrimination, Indirect discrimination occurs when an organisation's practices, policies or procedures have the effect of disadvantaging people who share certain protected characteristics. Examples of indirect discrimination include: refusing to allow an employee to wear a hijab or turban or requiring all employees to dress in a particular way if this means they can't wear an item of clothing they regard as part of their faith. Click here for more details..
Contact Details:
Charles Gregory Solicitors
2 Hammersmith Broadway
London, Greater London, W6 7AL
Phone no: 2033933219
Mail id: info@charlesgregory.co.uk
Web: http://www.cgslaw.co.uk/
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