Religion and Belief Guidance for Managers - July 2026

5. Questions to Ask to Ensure the Employees Approach to a Religion or Belief Request is Justified

Managers should seek to balance the religion or belief needs of an employee with the legitimate needs of the business and the interests of others. In general, the fact that someone else might not share a religion or belief or be opposed to it does not mean that the employee is automatically to be barred from having their request granted.

To reach a fully considered, balanced, and reasonable conclusion, a manager should consider, amongst other factors:

• The cost, disruption and wider impact on service delivery or work if the request is accommodated.

• Whether there are health and safety implications for the proposed change.

• The disadvantage to the affected employee if the request is refused.

The impact of any change on other employees, including on those who have a different religion or belief, or no religion or belief e.g., allowing some staff to leave early on Friday for religious reasons may impact adversely on other staff with caring responsibilities, and requests not to work a Sunday rota may mean that other staff have to work a disproportionate number of Sundays. It is important that people should not simply be given extra time off or holidays due to their ‘religion or belief’ as this would discriminate against staff who practise a different ‘religion or belief’ or have non- religious beliefs.

• The impact of any change on customers or service users, and

• Whether work policies and practices to ensure uniformity and consistency are justifiable.

In many cases, Managers and employees may be able to find solutions to managing religious issues in the workplace. It is better to try to achieve a solution than to pursue litigation. Managers will need to seek advice from a HR Business Partner before refusing a request.