Discrimination on grounds of religion or belief

There is often an overlap between race and religion and so certain religious groups, such as Sikhs and Jews, have been held to be covered by the RRA. As explained above, the HRA can also be used to enforce the right to religious freedom. However most religions, including Christianity and Islam, are not covered by the RRA.

The Employment Equality (Religion or Belief) Regulations 2003 (EERBR) makes it unlawful to discriminate on the grounds of religion or belief in the field of employment. More recently, the Equality Act 2006 (Equality Act) introduced statutory prohibitions of discrimination on the grounds of religion or belief that apply beyond the field of employment law.

Meaning of ‘Religion or Belief’

‘Religion or belief’ under the Equality Act and the Employment Equality (Religion or Belief) Regulations 2003 (EERBR) means any religion or philosophical belief, as well as a lack of religion or belief. This means that widely recognised religions such as Christianity, Islam, Hinduism, Judaism, Sikhism and Rastafarianism are protected, as well as branches or sects within a religion (such as Catholics and Protestants), collective religions (such as Druidism or the Church of Scientology) and other beliefs which are very similar to a religion in their cogency, seriousness and importance, provided those beliefs are worthy of respect in a democratic society and are not incompatible with human dignity. The broad definition could include, for example, non-religious philosophical beliefs such as humanism or atheism.