Yes. The Employment Equality (Religion or Belief) Regulations 2003 protect workers from discrimination on the grounds of religion or belief as well as those who have no religion or belief.

The law means that an organisation's recruitment and selection procedures, as well as employment policies – such as dress codes and disciplinary procedures – must not discriminate on grounds of religion or belief.

Your employer does not have to give you time off and facilities for religious observance but they should try to do so where possible. For example, if you need a prayer room and there is a suitable room available you should be allowed to use it, provided it does not disrupt others or your ability to do your job properly.

If you wear clothing or jewellery for religious reasons, your employer should make sure any dress code does not discriminate against you. A flexible dress code is usually possible, as long as health and safety requirements are not at risk.

If you feel you've been discriminated against, you'll be able to bring a claim to an Employment Tribunal. However, it's best to talk to your employer first to try to sort out the matter informally, in order to minimise the negative effects on all parties involved.

Through the Acas Helpline (08457 47 47 47) you can get advice on specific problems, and explore alternatives to an Employment Tribunal claim, such as mediation or Pre-Claim Conciliation, where appropriate

Yes. The Employment Equality (Religion or Belief) Regulations 2003 protect workers from discrimination on the grounds of religion or belief as well as those who have no religion or belief.

The law means that an organisation's recruitment and selection procedures, as well as employment policies– such as dress codes and disciplinary procedures – must not discriminate on grounds of religion or belief.

You do not have to give your employees time off and facilities for religious observance but you should try to do so when possible. For example, if you get a request for a prayer room and there is a suitable room available, you should allow staff to use it, provided it does not disrupt others.

If staff wear clothing or jewellery for religious reasons, you should make sure any dress code does not discriminate against them. A flexible dress code is usually possible, as long as health and safety requirements are not at risk.