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  • 1,500+ Business Documents - Religious observance policy
    Religious observance policyOur policy explains how you will support employees who observe certain religious practices. Refusing to accommodate a request for time off for religious observance might amount to indirect religious discrimination, unless you can justify your decision. Equality Act 2010The Equality Act 2010 protects workers against direct and indirect discrimination on the grounds of any religion, religious belief or philosophical belief - and this can also include a lack of religion or a lack of belief....
    Published 13.02.2019 Click here
  • 1,500+ Business Documents - Letter rejecting time off for religious festival
    Letter rejecting time off for religious festivalUse our letter to reject an employee's request for special time off for a religious festival or holiday. Unless you contractually provide for time off work in this situation, you're within your rights to turn the request down, provided you act consistently across all of the religions. Our letter advises the employee to alternatively use their annual leave entitlement.No statutory rightUnless you've granted them a contractual right under the terms of a religious...
    Published 04.11.2016 Click here
  • 1,500+ Business Documents - Letter to employee who is imposing strong beliefs
    Letter to employee who is imposing strong beliefsSometimes you come across employees with strong beliefs. The Equality Act 2010 states that an individual must not be treated less favourably because of this. If employees act inappropriately or improperly due to their strongly-held views, you'll need to take careful action to curb their behaviour while making sure it doesn't amount to discrimination.  Use our letter for this purpose.  Defining religion or belief The Equality Act 2010 protects the rights of employees...
    Published 08.09.2015 Click here
 
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