Religious Discrimination At Work

Religious discrimination at work is far more often about scheduling than about belief. The four flashpoints below account for most of what actually reaches HR.

• Rostering. Shifts that fall on days of religious significance, and whether swaps are treated as a right or a favour.
• Leave. Whether religious observance is treated the same as any other reason for wanting a particular day.
• Dress and grooming. Rules that state a genuine safety or client requirement will usually stand. Rules that state a preference will not.
• Breaks and space. A few minutes and somewhere quiet is a small ask that becomes a large problem when refused without a reason.

None of these needs a policy of its own. They need one consistent answer given by every manager. The Fair Work Ombudsman sets out the general protections. This is general information rather than legal advice.

See Sentrient’s cultural awareness training and equal employment opportunity course.