What is Religious or Belief-Based Discrimination?
What is Religious or Belief-Based Discrimination?
Religious or belief-based discrimination happens when someone is treated unfairly because of their religion, their religious beliefs, or their philosophical beliefs. In the UK, this type of discrimination is unlawful under the Equality Act 2010, which recognises religion or belief as one of the protected characteristics under the Equality Act 2010.
What Counts as Religion or Belief?
The law provides broad protection, covering both traditional religions and other beliefs. This includes:
- Religious beliefs: These can be any recognised religion, such as Christianity, Islam, Judaism, Hinduism, Buddhism, Sikhism, and others. It doesn’t matter whether the religion is widely practised or has many followers.
- Philosophical beliefs: These are beliefs that are genuinely held, are not just opinions or viewpoints, and relate to important aspects of human life and behaviour. Examples might include pacifism, humanism, or atheism.
- Non-belief: The law also protects people who do not follow a religion or who choose not to hold any religious or philosophical beliefs, such as atheists or agnostics.
Examples of Religious or Belief-Based Discrimination
Discrimination can take many forms, some of which may be direct and obvious, while others are more subtle. Here are some examples:
- Direct discrimination: Refusing to hire someone because they wear religious clothing, such as a hijab, turban, or crucifix.
- Indirect discrimination: Introducing a workplace policy that applies to everyone but puts people of a certain religion or belief at a disadvantage, such as banning head coverings or not allowing time off for religious observance, unless this can be justified.
- Harassment: Making jokes, insults, or offensive comments about someone’s religion or beliefs.
- Victimisation: Treating someone unfairly because they have complained about discrimination or supported someone else’s complaint.
These protections apply in many areas of daily life, including at work, in education, when using public services, or when buying goods and services.
Why Understanding This Protection Matters
Recognising religious or belief-based discrimination as a protected characteristic is crucial. It means you have legal rights if you are treated unfairly because of your religion or beliefs. The Equality Act 2010 makes it clear that everyone should be able to live, work, and study without fear of discrimination based on what they believe – or don’t believe. If you think you have experienced this kind of unfair treatment, understanding your rights is the first step towards taking action.
For more information on how religion and belief fit within the wider framework of equality law, see the protected characteristics under the Equality Act 2010.
Where Can Religious Discrimination Occur?
Religious or belief-based discrimination can happen in many different areas of everyday life. The Equality Act 2010 protects you from unfair treatment because of your religion or beliefs in a wide range of situations. Understanding where discrimination can occur helps you recognise your rights and take action if you’re treated unfairly.
At Work
Workplaces are one of the most common places where religious discrimination may arise. This can include recruitment, pay, promotions, training opportunities, or even dismissal. For example, if an employer refuses to hire someone because of their faith, this would be considered direct discrimination. Indirect discrimination can also happen, such as when a workplace policy unintentionally disadvantages people of a particular religion – like requiring all employees to work on religious holidays without considering requests for time off. The Equality Act 2010 makes it unlawful for employers to discriminate on these grounds.
To learn more about how these types of discrimination work in practice, see direct and indirect discrimination.
In Education
Schools, colleges, and universities must also follow the Equality Act 2010. Religious discrimination in education could involve unfair treatment in admissions, exclusions, or how students are treated day-to-day. For example, a school that bans certain religious clothing without a clear reason may be indirectly discriminating against students of that faith. Educational institutions are required to make reasonable adjustments to accommodate religious needs where possible.
When Using Services
You are also protected from religious discrimination when using services provided to the public. This includes shops, restaurants, banks, healthcare providers, local councils, and public transport. Service providers must not treat you unfairly because of your religion or beliefs. For instance, refusing entry to a venue because you are wearing religious dress would be unlawful discrimination. If you believe you have experienced this, find out more about your rights when using services.
Other Areas
Legal protections also apply to housing (such as landlords or letting agents), membership of clubs or associations, and when dealing with public bodies like the police or government departments.
Understanding Direct and Indirect Discrimination
Discrimination can be either direct – where someone is treated worse specifically because of their religion or beliefs – or indirect, where a rule or policy applies to everyone but puts people of a certain religion or belief at a disadvantage. For more detailed examples and explanations, visit direct and indirect discrimination.
Summary
Wherever you are – at work, in education, or using everyday services – the law protects you from being treated unfairly because of your religion or beliefs. If you think you have experienced discrimination, it’s important to know your rights and what steps you can take next.
Workplace
Workplace
Religious or belief-based discrimination is unlawful in the workplace under the Equality Act 2010. This law protects you from unfair treatment because of your religion or beliefs, or lack of them, in all aspects of employment – including recruitment, pay, promotion, and day-to-day working life.
How Discrimination Can Occur at Work
Discrimination can happen at any stage of employment. Examples include:
- Recruitment: An employer refusing to interview or hire someone because of their religion or beliefs.
- Promotion and Pay: Being passed over for promotion, denied training opportunities, or paid less than colleagues because of your beliefs.
- Working Conditions: Not making reasonable adjustments for religious practices, such as flexible breaks for prayer or accommodating religious dress.
- Treatment by Colleagues or Managers: Experiencing negative comments, exclusion from work activities, or being singled out for less favourable treatment due to your religion or beliefs.
The law covers both direct discrimination (being treated worse because of your religion or belief) and indirect discrimination (where a workplace policy disadvantages people of a particular religion or belief, unless it can be justified).
Legal Protections and Guidance
Your right to be protected from religious discrimination at work is set out in the Equality Act 2010, Section 10, which defines ‘religion or belief’ as a protected characteristic. Employers must not discriminate against you on these grounds and should take steps to prevent discrimination from colleagues as well.
If you believe you have been discriminated against, your employer should follow a fair process to address your concerns. The ACAS Code of Practice on Disciplinary and Grievance Procedures provides clear guidance on how grievances about discrimination should be handled at work. This includes how to raise a complaint and what employers should do to resolve it.
For a detailed look at your workplace rights related to religion or belief, you can also refer to the Employment Rights Act 1996, which outlines broader protections for employees.
Examples of Religious Discrimination at Work
- An employer refuses to allow a Sikh employee to wear a turban, even though it does not pose a safety risk.
- A manager schedules all important meetings during a religious holiday, making it difficult for employees observing the holiday to attend.
- A Muslim employee is denied reasonable time off to attend Friday prayers, while similar requests for other reasons are routinely granted to colleagues.
- Colleagues make jokes or negative remarks about an employee’s religious practices, creating a hostile work environment.
Overlap with Workplace Bullying and Harassment
Religious discrimination often overlaps with workplace bullying and harassment. If you are subjected to repeated unwanted behaviour because of your religion or beliefs, this may be both discrimination and bullying. It’s important to know that the law protects you from both forms of mistreatment. For more information on your rights and steps you can take, see our guide on workplace bullying.
Employers have a legal duty to prevent and address both discrimination and bullying in the workplace. Taking prompt action not only helps protect your rights but also contributes to a fair and respectful working environment for everyone.
If you are facing discrimination at work, consider raising the issue with your employer or seeking advice from a trade union or professional body. Following the correct procedures can help ensure your complaint is taken seriously and resolved appropriately.
Education
Education
Your Rights in Schools, Colleges, and Universities
Under UK law, students are protected from religious or belief-based discrimination in all educational settings. This includes state schools, independent schools, academies, further education colleges, and universities. The Equality Act 2010, Section 13 makes it unlawful for education providers to treat students less favourably because of their religion or belief. This protection applies to admissions, teaching, access to facilities, and participation in school activities.
Common Examples of Religious Discrimination in Education
Religious discrimination can arise in various ways within educational environments. Some common examples include:
- Dress Codes: If a school bans religious clothing or symbols, such as hijabs, turbans, or crosses, without a justified reason, this may be discriminatory. Schools must consider reasonable adjustments to accommodate students’ beliefs, provided it does not compromise safety or the school’s ethos.
- Religious Holidays: Refusing to allow absences for religious festivals or penalising students for taking time off to observe religious practices can be unlawful. Schools should have clear policies that respect students’ need to observe important religious dates.
- Curriculum Issues: If a school’s curriculum or teaching materials show bias against certain religions, or if students are forced to participate in activities that conflict with their beliefs without an option to opt out, this could amount to discrimination.
- Access to Facilities: Denying students access to prayer rooms or appropriate spaces for religious observance may also be discriminatory.
The Education Act 1996 also plays a role in shaping religious education and collective worship in schools, ensuring that the needs of students from different faith backgrounds are considered.
How Are These Protections Enforced?
If you believe you have faced discrimination because of your religion or beliefs, you have the right to raise a complaint with your school, college, or university. If the issue is not resolved, you may be able to take legal action under the Equality Act 2010, Section 13. It is important to keep records of incidents and communications, and to seek advice if you are unsure about your rights.
Connections to Other Forms of Protection
Protections against religious or belief-based discrimination in education are part of a broader framework of equality rights. For example, students with disabilities are also protected from discrimination in educational settings. You can learn more about these parallel protections by exploring our guide to disability rights in education.
Practical Advice
- Know your school’s policies: Familiarise yourself with your school or college’s equality and diversity policies.
- Communicate early: If you need adjustments for religious practices, such as time off for holidays or space for prayer, notify your school in advance.
- Seek support: If you experience discrimination, speak to a teacher, tutor, or student support service. Many institutions have dedicated staff to address equality and inclusion issues.
- Understand your rights: Review the relevant legislation, including the Equality Act 2010, Section 13, for detailed information on your legal protections.
By understanding your rights and the responsibilities of education providers, you can ensure that your beliefs are respected throughout your educational journey.
Using Services
When you use public or private services in the UK – such as shopping, visiting the doctor, using public transport, or renting a home – you are protected from discrimination based on your religion or beliefs under the Equality Act 2010. This law makes it unlawful for service providers to treat you unfairly because of your religion or belief, or because you do not hold a particular belief.
Discrimination can take many forms when accessing services. For example:
- Shops and Restaurants: Refusing to serve someone, offering a lower standard of service, or treating them less favourably because of their religious dress or symbols.
- Healthcare: Denying medical treatment, making insensitive remarks about your beliefs, or not accommodating dietary or religious requirements without a valid reason.
- Transport: Being refused entry to a bus, taxi, or train, or being harassed by staff or other passengers due to your religion.
- Housing: A landlord refusing to rent a property to you, or offering different terms, because of your faith or beliefs.
The Equality Act 2010 covers these scenarios by making it illegal for service providers to discriminate, harass, or victimise you because of your religion or belief. These protections apply whether the service is provided by a public body (like the NHS or a local council) or a private business (such as a shop or estate agent).
Public authorities also have additional responsibilities under the Public Sector Equality Duty, which means they must actively consider how their policies and services affect people with different beliefs and work to eliminate discrimination.
Religion and belief are considered protected characteristics under the Equality Act. This means you have the right to fair treatment when accessing services, and service providers must make reasonable adjustments to accommodate your needs where appropriate.
If you believe you have experienced religious or belief-based discrimination when using a service, there are steps you can take. You can find practical advice and guidance on fighting discrimination in services to help you understand your options and assert your rights.
Your Legal Rights Under the Equality Act 2010
The Equality Act 2010 is the main law in the UK that protects people from discrimination based on certain characteristics, including religion or belief. This means it is unlawful for someone to treat you unfairly because of your religion, religious beliefs, or philosophical beliefs – or because you do not have any such beliefs. These protections apply in various areas of life, such as work, education, and when accessing services.
How the Equality Act 2010 Protects You
Religion or belief is one of the Equality Act 2010 protected characteristics. The law covers not only well-known religions but also smaller faith groups and genuinely held philosophical beliefs, as long as these beliefs are worthy of respect in a democratic society.
Under the Act, there are several types of unlawful discrimination related to religion or belief:
Direct Discrimination
This happens when someone treats you worse than another person in a similar situation specifically because of your religion or beliefs. For example, if an employer refuses to hire you because you are Muslim, Christian, atheist, or hold another belief, this would be direct discrimination.
Indirect Discrimination
Indirect discrimination occurs when a rule, policy, or practice applies to everyone but puts people of a certain religion or belief at a disadvantage. For example, if a workplace has a dress code that bans all head coverings, this could disadvantage people whose religion requires them to wear certain items, such as turbans or hijabs. Employers and service providers must ensure that their policies do not unfairly disadvantage people because of their beliefs, unless they can show there is a good reason for the policy that cannot be achieved in another way. For a detailed overview and examples, see indirect discrimination.
Harassment
Harassment is unwanted behaviour related to religion or belief that makes you feel intimidated, degraded, humiliated, or offended. This could include jokes, comments, or actions that target your faith or beliefs. The law protects you from harassment in the workplace, at school, and when using services.
Victimisation
Victimisation happens when you are treated badly because you have made a complaint about religious discrimination or have helped someone else make a complaint. For instance, if you support a colleague’s grievance about religious discrimination and are then passed over for promotion as a result, this is victimisation and is unlawful.
Duties of Employers, Educators, and Service Providers
Employers, schools, colleges, and organisations that provide goods and services all have a legal duty to comply with the Equality Act 2010. They must:
- Not discriminate against you because of your religion or beliefs.
- Make reasonable adjustments to accommodate religious practices where possible, such as allowing flexible breaks for prayer or adapting dress codes.
- Prevent and address harassment or victimisation related to religion or belief.
- Ensure that their policies and practices do not indirectly discriminate against people of certain faiths or beliefs.
If you believe you have been discriminated against, you have the right to raise the issue with your employer, school, or service provider. If the problem is not resolved, you may be able to take legal action under the Equality Act 2010.
Understanding your rights under the Equality Act can help you challenge unfair treatment and ensure you are protected in your daily life. For more information about your rights and the other characteristics protected by law, see Equality Act 2010 protected characteristics.
What to Do If You Face Religious Discrimination
If you believe you have been treated unfairly or harassed because of your religion or belief, there are important steps you can take to protect your rights. The law in the UK, specifically the Equality Act 2010, Section 10, makes it unlawful for employers, schools, service providers, and others to discriminate against you because of your religion or belief.
1. Recognise Discrimination
Discrimination can take several forms, including being treated less favourably, harassed, or victimised because of your religion or belief. This might happen at work, in education, when accessing services, or in public spaces. Examples include being denied a job because of your faith, being excluded from activities, or facing offensive remarks about your beliefs.
2. Keep a Record
If you think you’ve been discriminated against, keep detailed notes of what happened. Record dates, times, locations, what was said or done, and who was involved. Collect any relevant documents, such as emails or letters. This evidence will be important if you decide to make a complaint or take legal action.
3. Raise Your Concerns
Start by raising your concerns informally if you feel safe and comfortable to do so. This could mean speaking to your manager, a teacher, or the person providing the service. Sometimes, discrimination is unintentional and can be resolved through discussion.
If the issue isn’t resolved, follow the formal complaints procedure. Workplaces, schools, and service providers should have a process for handling complaints. Submit your complaint in writing, clearly explaining what happened and how it relates to your religion or belief.
4. Seek Support and Advice
Getting advice early can help you understand your options and rights. You can contact ACAS (Advisory, Conciliation and Arbitration Service) for free and confidential guidance on discrimination at work. ACAS can also help with early conciliation before making a legal claim.
For practical advice on discrimination in different settings, including work, you can visit Employment Tribunal guidance from Citizens Advice. They explain how to make a complaint and what to expect if your case goes to a tribunal.
5. Consider Making a Formal Complaint or Legal Claim
If your complaint isn’t resolved, you may have the right to take your case further. In the workplace, you can make a claim to an employment tribunal. There are strict time limits – usually three months less one day from the date of the discrimination – so act quickly.
For discrimination in education or by service providers, you may be able to take your case to court. Legal processes can be complex, so it’s important to seek advice before proceeding.
6. Know Your Rights
The Equality Act 2010, Section 10 sets out your legal protection against discrimination based on religion or belief. Understanding your rights can help you take the right steps and ensure you are treated fairly.
Facing religious or belief-based discrimination can be distressing, but you are not alone. Support and advice are available, and the law offers strong protections to help you challenge unfair treatment. If you need more information about your rights or how to take action, consider reaching out to ACAS or Citizens Advice for guidance.
Related Types of Discrimination and How They Connect
The Equality Act 2010 protects people in the UK from discrimination based on several personal characteristics, known as protected characteristics. Alongside religion or belief, these include age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, sex, and sexual orientation. Understanding these different forms of discrimination can help you recognise your rights and the protections available to you in various situations.
Religious or belief-based discrimination often overlaps with other types of discrimination. For example, someone may experience both race discrimination and religious discrimination if they are targeted because of both their ethnicity and their faith. Similarly, a person could face disability discrimination alongside religious discrimination if their needs related to both are not met in the workplace or when accessing services.
Other protected characteristics, such as age discrimination, gender and sex discrimination, pregnancy and maternity discrimination, sexual orientation discrimination, and trans and non-binary discrimination, are also covered by the Equality Act 2010. Each type of discrimination has its own legal definitions and examples, but the law provides similar protections and remedies across all these categories.
It’s important to learn about the full range of protections under the Equality Act, as you may be covered by more than one. For instance, you might face discrimination that relates to both your religion and your sexual orientation, or your gender identity and your age. Knowing about these connections can help you better understand your rights and take action if you experience unfair treatment.
To explore these topics in more detail, visit our pages on age discrimination, disability discrimination, gender and sex discrimination, pregnancy and maternity discrimination, race discrimination, sexual orientation discrimination, and trans and non-binary discrimination. You can also find a comprehensive overview of protected characteristics on GOV.UK. By understanding how these protections work together, you can be more confident in recognising discrimination and asserting your legal rights.
Religious Ceremonies and Legal Recognition
Religious ceremonies play a significant role in many people’s lives, especially when it comes to important milestones like marriage or forming a civil partnership. In the UK, the law recognises certain religious ceremonies, but there are specific rules about when and how these ceremonies have legal standing. Understanding how your religious ceremony is recognised can help you protect your rights and avoid potential issues related to religious or belief-based discrimination.
How Are Religious Ceremonies Recognised in UK Law?
The legal recognition of religious ceremonies, particularly for marriage and civil partnerships, depends on the type of ceremony and where it takes place. Not all religious ceremonies are automatically recognised as legally binding. For a marriage to be legally valid in England and Wales, it must comply with specific requirements set out in laws such as the Marriage Act 1836. This Act allowed for marriages to be conducted in religious settings outside of the Church of England, such as in Catholic, Jewish, and other nonconformist churches, provided certain conditions are met.
For civil partnerships, the Civil Partnership Act 2004 established the legal framework for same-sex couples (and, since 2019, opposite-sex couples) to have their relationships legally recognised. Civil partnerships are generally conducted as civil ceremonies, but since 2011, some religious premises have been permitted to host civil partnership registrations, though the ceremony itself remains a civil – not religious – event.
To learn more about the legal requirements and recognition of religious ceremonies in marriage and civil partnerships, see our detailed guide on religious ceremonies and marriage.
Religious Discrimination and Legal Recognition
Issues can arise if your religious ceremony is not legally recognised, which may affect your legal rights in areas like inheritance, property, and parental responsibility. If you are denied the opportunity to have your marriage or civil partnership legally recognised because of your religion or beliefs, this could amount to religious discrimination under the Equality Act 2010.
For example, if a religious group is prevented from registering their place of worship for legal marriages while other groups are allowed, this could be discriminatory. Similarly, if an individual is treated less favourably because their marriage was conducted in a religious ceremony that is not legally recognised, they may have grounds to challenge this under equality law.
Your Rights and Practical Guidance
If you are planning a religious marriage ceremony, it’s important to check whether your chosen venue and officiant are authorised to perform legally recognised marriages under UK law. If your religious ceremony does not meet the legal requirements, you may need to have a separate civil ceremony to ensure your marriage or partnership is legally valid.
If you believe you have been discriminated against on the grounds of religion or belief in relation to marriage or civil partnership – for example, if you have been refused access to a legally recognised ceremony because of your faith – you have the right to challenge this. You can seek advice from legal professionals or relevant authorities to understand your options and how to protect your rights.
Understanding the legal recognition of religious ceremonies helps ensure that your personal beliefs are respected and that you receive the protections and benefits you are entitled to under UK law. For more information on your legal rights and related topics, explore our resources on other forms of discrimination and legal protections.
