The Equality Act 2010 protects individuals from discrimination because of a “philosophical belief”, but not all beliefs qualify. The law in this area is developing and often fact-sensitive, particularly where beliefs come into conflict with workplace policies or the rights of others.
Recent case law has confirmed that a wide range of beliefs can be protected, including gender-critical beliefs, ethical veganism, and certain environmental or climate-related views.
We advise individuals on whether their belief is likely to be protected and whether their treatment at work may be unlawful. Whether you are dealing with disciplinary action, workplace conflict, or dismissal, we provide clear, pragmatic guidance to help you assess your position and next steps.
To be protected under the Equality Act 2010, a belief must meet the legal criteria established in case law (often referred to as the Grainger principles). This includes being genuinely held, relating to a weighty and substantial aspect of human life, and being worthy of respect in a democratic society.
We will assess your belief against these criteria and advise on how an Employment Tribunal is likely to approach it, giving you a realistic view of whether protection is likely to apply in your case.
