Diversiton - Applying the regulations - Requests for time off

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You are in: Workplace > Applying the Regulations - Practical implications for employers

Workplace Introduction

Employment Equality (Religion & Belief) Regulations 2003

Why the Regulations have been introduced

Background to the Regulations

The Employment Equality Directive

Who do the Regulations cover?

The Regulations - An Overview

Understanding the Regulations - A practical guide

Definition of religion or belief

Direct discrimination

Indirect discrimination

Discrimination, harassment or victimisation at the end of a working relationship

A genuine occupational requirement (GOR)

Positive action

Responsibility of an employer for its employee

Applying the Regulations - Practical implications for employers

Requests for time off

Responding to requests

Annual shutdowns

Arrangements for managing leave

Responding to dietary needs

Time off for prayer

Uniforms/specific dress codes

Dress codes and health & safety

Undressing/shower facilities

Policies and procedures

Equality policy

Promotion and training

Monitoring religion or belief identities

Individual section

What can individuals do to value different faiths/beliefs and meet their responsibilities under the Regulations?

What to do if you feel that you are experiencing discrimination or being harassed - 5 Steps you can take