Introduction

Many religions and beliefs are represented in our multi-cultural society and the company recognises that people may wish to observe the requirements of their chosen religion or belief system while at work.

Automata aims to ensure a fair and consistent approach in the management of such requests so that no worker is discriminated against on the basis of their religion, belief, or absence of religion or belief.

This policy applies in the workplace and at all events that are work related.

Procedure

General considerations

Automata aims to be sensitive to the needs of its employees. In order to do this, employees must ensure that their manager is aware, in good time, of their individual needs to meet the requirements of their belief or religion. This will ensure that there is ample opportunity for those needs to be considered and for the appropriate actions to be taken (where practicable).

Automata will take all reasonable steps to try to accommodate requests, and work with individual employees to agree measures with them that balance their religious observance and the needs of the business and other employees.

Time off for religious festivals or worship

Time off for religious festivals should be taken as a part of the normal annual holiday entitlement or, with management’s agreement, as unpaid leave.

Requests for time off should be made in writing to the line manager, ideally giving at least 2 weeks’ notice. Where the date[s] required is [are] known in advance, employees should aim to provide as much notice as is reasonably practicable.

Priority for requests will be on a “first-come, first-served” basis. In cases where there is a high level of demand for time off in an area of the organisation, requests will be treated fairly and equitably. It is necessary in all cases to balance requests with the needs of the organisation to ensure that operations remain unaffected.

Should an employee wish to make a permanent change to their regular pattern of hours as a result of a religious observance requirement, they should discuss this with their line manager, who will assess if it is possible to alter the hours of work while continuing to meet the needs of the organisation.

When making decisions on an employee’s request for time off to observe a particular practice or festival of a religion or belief, the organisation will also ensure that it does not disadvantage those employees who do not hold any specific religion or belief.

Fasting, prayers and other religious obligations

Some religions require their followers to pray at specific times during the day. Should employees request access to an appropriate quiet place to undertake their religious observances, then providing that such a quiet place is available, the line manager will consider the request sympathetically. As part of this consideration, the line manager must assess if the use of the space for prayer does not cause problems for other employees or the organisation.

Employees can request for their rest breaks to coincide with their religious obligations to pray at certain times of the day. The organisation will endeavour to accommodate such requests. There may however be circumstances where a line manager must refuse such a request if, eg it conflicts with legitimate organisational needs which cannot be met in any other way.

Some religions or beliefs require extended periods of fasting, for example, during Ramadan it is obligatory for Muslims to refrain from eating and drinking (even water) during the hours between dawn and sunset. Employees who feel that they need support during such a period, should inform their line manager who will then discuss with them how best to provide the necessary support. However, it will be necessary for all decisions to take into account the needs of the organisation to ensure that unreasonable extra burdens are not placed on other employees, as this may cause conflict or give rise to claims of discrimination.