Jurisdiction(s):
United Kingdom

Related legal acts

Key definition

Workplace definition

What does Workplace mean? In legal practice, workplace describes premises or parts of premises, other than a private home, that are made available for someone to work in, including areas to which they have access while at work (for example, common parts and means of access and egress). In England and Wales and Scotland, this wording is drawn from the Workplace (Health, Safety and Welfare) Regulations 1992; Northern Ireland has materially similar provisions in the 1993 Regulations. Those Regulations exclude domestic premises. They therefore generally do not apply to homeworking in a private dwelling, although employers still owe general health and safety duties under...

Advising employers on workplace religious observance and festivals: legal duties, discrimination risks, time off, prayer breaks, dietary needs, alcohol at events, and policy guidance

Published by a LexisNexis Employment expert

Practice notes

This Practice Note examines the matters connected to religious observance and festivals. It reviews the principal religious festivals and the kinds of issues observance may create in the Workplace, including requests for leave, particular dietary and fasting needs, and workplace celebrations, as well as associated events and customs within teams too. It also looks at policies concerning religious observance at work.

Relevant legal protections

It is sensible practice for employers to recognise issues arising from employees’ religious observance, including those linked to religious festivals, as such awareness can help employers avoid risks that might result in legal liability if mishandled. The principal statutes employers should bear in mind are the Equality Act 2010 (EqA 2010) and the Employment Rights Act 1996 (ERA 1996). Discriminatory conduct could also amount to a Breach of contract, with potential liability for Constructive dismissal and wrongful dismissal.

Equality Act 2010

Anti-discrimination protection applies to individuals who hold a religious belief, and equally to those with a philosophical belief or who lack belief; see Practice Note: Religion or belief. It is unlawful for an employer to discriminate either directly or indirectly. Direct discrimination would involve treating a person less favourably because of a protected characteristic, eg...

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Web page updated on 21/05/2026

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