Religion and Belief Guidance for Managers - July 2026
In this section
- 1. Introduction
- 2. The Council’s Approach
- 3. Establishing the Religion or Belief is Genuine
- 4. Steps Managers Should Take to Deal with a Request
- 5. Questions to Ask to Ensure the Employees Approach to a Religion or Belief Request is Justified
- 6. Promoting a Particular Religion or Belief when at Work?
6. Promoting a Particular Religion or Belief when at Work?
Some employees may seek to persuade their colleagues or customers to adopt their religion or belief by distributing literature or in conversation. Others may wish to tackle misunderstanding or further explain their religion or belief.
Employees may assert the right to discuss their personal beliefs in the workplace, and these conversations should not be prevented, unless to do so is a proportionate means of achieving a legitimate aim; for example, if the conversations amount to harassment of other people. Harassment is defined in this context as unwanted conduct that is reasonably viewed as violating dignity, intimidating, hostile, degrading, humiliating or offensive to other people. For further information please refer to the Authority’s Behavioural Standards Guidance.
Managers may be justified in limiting the freedom of employees in promoting their beliefs at work, when this involves someone in a powerful position acting inappropriately towards someone in a vulnerable or subordinate position. Advice should be sought from a HR Business Partner.