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?
- 7. Employees Refraining from Specific Work Duties
- 8. Examples of Requests
- 9. Summary Q&A
- 10. Further Information
- 11. Ensuring Equality of Opportunity
7. Employees Refraining from Specific Work Duties
Some employees may wish to opt out of the performance of some of their duties due to their religion or belief. Sometimes this is known as conscientious objection. This is explicitly permitted by law in certain specific situations, for example medical staff can opt out of performing abortions or carrying out embryo research or fertility treatment.
However, the law is clear that when someone is providing a public service, they cannot, because of their religion or belief, discriminate unlawfully against customers or service users.
Managers should carefully consider the circumstances of every request from an employee to opt out of part of their job requirements and should not accept or reject such a request automatically. Some employers allow employees to opt out of part of their jobs to accommodate religion or belief objections in certain circumstances. This may be where other employees can cover for the employee making the request where it does not affect the effectiveness of the organisation or the provision of the service to the public.