There are a wide range of different religions in the UK that both employers and employees may need to have some understanding of, and how they may affect the workplace. While the majority of Christian religious holidays are provided for as bank and public holidays, there is no equivalent provision for non-Christian festivals.
Religions have specific days or periods throughout the year that involve additional observances for the followers. The type, duration and requirements will vary for individuals and each festival. Employers should plan for any impact this may have in the workplace, and speak to individuals to prepare and make arrangements, in order to manage the expectations of their employees.
Legal obligation
Employers are not under any legal obligation to allow religious-based requests for time off, however, you should be handling these requests in a balanced and consistent manner. You will need to keep the requirements of your business in mind whilst balancing the needs of your employees.
Consideration can be very beneficial to staff morale, but you should be aware not to disproportionately favour one religious group to the disadvantage of colleagues with different or no religious beliefs. Otherwise you risk claims of discrimination on the grounds of religion and belief.
What is reasonable will depend on the size of the employer, its resources and the number of employees that are requesting leave at the same time.
You should give full consideration to any holiday requests that are submitted relating to religious belief, and not simply dismiss them due to a busy period or others having already booked time off. If you do have to refuse a request you need to be able to justify it by a genuine business reason, unrelated to the employee’s religion. Handle the situation with sensitivity and you could seek a compromise with the employee where possible, for example giving them priority for the next request.
Increasing awareness
If you have a diverse workforce with employees from different religious backgrounds, encouraging greater awareness and understanding of these backgrounds can encourage tolerance and strengthen teamwork. It can also reduce the likelihood of misunderstanding and complaints, which may lead to disciplinary action.
By working together with your employees’, you can easily raise awareness. Use your different channels of communication to do this, for example, on your intranet, company newsletters and notice boards. Provide details of the different religious festivals and holy days. Invite staff of different faiths to share certain events, one popular method could be sharing food from a specific religious festival. Always be mindful of all members of your team and their beliefs and don’t force anyone to take part if they don’t want to.
Offer support
When you have taken the time to speak to and understand an employee about their religious festivals and holy days, they will appreciate the effort you have made. It can be a collaboration to meet business needs whilst supporting your people’s religious beliefs.
Understand how these periods can impact on them. For example, during Ramadan when someone is fasting, by being aware how this can be mentally and physically demanding, can you offer any flexibility in the timings of their breaks or work tasks?
People may request specific time to attend religious events during these periods. If they remain in the workplace is there a private space that could be arranged for prayer or meditation?
Of course, at all times your operational business requirements need to be met but do not underestimate the return of investment in your people when you respect and help to accommodate their religious beliefs.
If you need assistance understanding the rights, responsibilities and policies surrounding this often sensitive area, please contact us on 01233 662651