It’s unlikely you have missed the news over the past 24 hours that the BBC has revealed a rather problematic gender pay gap, showing...
Our experienced team of charity solicitors can advise and support faith-based charities on sensitive employment issues.
When there is a requirement for an employee to declare commitment to a certain faith, it is imperative that the employer takes a careful and sensitive approach. This is a major issue for such charities, where there is a faith-based aspect to the work to be carried out.
An employer can request that an employee signs a declaration of faith, but this requirement must be exercised with caution and not be seen to be discriminatory. It is imperative that the correct procedures are used and that there is a genuine requirement for the declaration. Otherwise, it could be viewed as faith-based discrimination and could lead to legal action, dissatisfaction amongst the workforce or damage to the organisation's reputation.
Under the Equality Act 2010 employees are protected from workplace discrimination, including direct or indirect discrimination as a result of an employee's religious beliefs or lack of religious beliefs. However, the Equality Act does allow faith-based charities to require employees to be a member of a particular faith, providing they can demonstrate that it is a genuine occupational requirement for the role.
Our team of experienced charity solicitors take a faith-focused approach and use their extensive sector and legal knowledge to provide strategic employment support for faith-based charities to ensure they are in compliance with the regulations.
Our strategic employment support for faith-based charities
Our team of specialist charity solicitors work in partnership with faith-based charities to provide clear and practical strategic employment support, including:
- Identifying whether there is a genuine occupational requirement to request a declaration of faith.
- Safeguarding against general employment and faith-based discrimination disputes.
- Drafting, reviewing and implementing policies and procedures in compliance with regulations.
- Advice and support to faith-based charities on dispute resolution and reputation management in the event of a dispute arising.
We have been recognised for the work we do
The Employment Appeal Tribunal (EAT) found, in The Government Legal Service v Brookes, that a prospective trainee solicitor with Asperger’s Syndrome was discriminated against...
The Employment Tribunal decided in Flowers and others v East of England Ambulance Trust, that shift overruns (viewed as compulsory overtime) should be included...
The Employment Appeal Tribunal (EAT) has confirmed in Fulton and another v Bear Scotland Ltd (No 2) that a three-month gap between a series...
How do you calculate a day’s pay should be a simple question, but it took a Supreme Court decision to resolve the issue in...
Following recent difficulties regarding sleep-ins counting as working time for National Minimum Wage purposes, the social care sector has already been facing heavy scrutiny...
To receive invitations to our events, as well as information and articles on legal issues and sector developments that are of interest to you, please sign up to Newsroom.