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This page was last updated on 14 June 2007
In December 2003, the Employment Equality (Religion or Belief) Regulations 2003 (“the Religion or Belief Regulations”) came into force. These prohibit discrimination in employment on grounds of religion or belief.
This area of the law is applicable not only to the normal employer/employee context, but also to office holders, police, barristers and advocates, partnerships, trade organisations, qualifying bodies, providers of vocational training, employment agencies and higher education institutions.
However, the Religion or Belief Regulations do not apply to housing, education in its entirety, criminal justice or the supply of goods or services.
A person claiming that they have been discriminated against on grounds of religion or belief may commence proceedings either in an Employment Tribunal or a County Court depending on who the claim is against.
The CRE has no authority to provide assistance to anyone who intends to bring a case under the new law. Currently, no other body has been created by the Government to provide help or representation in this respect.
Further information and advice on Religion or Belief Regulations, and your rights under them, is available from ACAS, the Department of Trade and Industry and Citizens Advice Bureaux. See theLinks box on the right-hand side of this page.
The CRE duties, responsibilities and powers are defined by the Race Relations Act, which applies in England, Wales and Scotland.
The Race Relations Act makes discrimination on 'racial grounds' unlawful.
'Racial grounds', are defined as any of the following grounds: race, colour, nationality, citizenship, and ethnic or national origin, but not religion.
Religious discrimination only falls within the CRE's statutory remit to provide assistance in the following limited circumstances:
Otherwise, the CRE has no power to provide help or representation to anyone who has suffered discrimination on the grounds of religion or belief.