Managing conflicting beliefs in the workplace

Conflicting beliefs in the workplace are, to some degree, an inevitable part of modern working life, but have the potential to escalate and create significant legal and reputational risk even for the most well-intentioned employer. In such a challenging environment and within a complex legal framework, how do employers manage these situations and mitigate risk appropriately, safely and with confidence?

The legal framework in the UK for managing conflicting beliefs is complex and can be challenging for employers, as each case is highly fact-sensitive and employers will often be required to make a judgment call on what they believe may amount to a protected belief and how to manage a potential conflict effectively. In an environment where employers must respect the rights of individuals to hold and express their views – providing they do not discriminate or harass others – and where such views are capable of amounting to a protected belief under the UK Equality Act 2010, many employers have to navigate the tightrope of promoting policies of zero tolerance of discrimination and harassment, while also encouraging colleagues to bring their authentic selves to work.

In our latest client guide, we explain what amounts to a “protected belief” in accordance with the UK legal framework and provide practical guidance for employers on how to manage these situations and mitigate risk appropriately, safely and with confidence. 

Our clients can access the guide here*. 

This publication is part of our DEI: Where now? Navigating a safe legal path in challenging times thought leadership series, sharing our views and commentary on the most tricky, contentious, and challenging areas of DEI law and regulation for UK and global employers. You can access our materials and resources on similar topics, such as positive action vs positive discrimination, here. 

^{* Available exclusively on our Knowledge Portal}