Law firms need to be sensitive to their employees’ religious beliefs or they will leave themselves open to claims for discrimination, a leading employment solicitor has warned.

The call came after Mohsin Mohmed, a Muslim, brought a claim for damages against Virgin Trains because he was allegedly ordered to trim his beard too short. Virgin denies the claim.



Dineley: strong beliefs

> The case is one of the first to be brought under legislation that came into effect in December 2003.

Rachel Dineley, an employment partner at national firm Beachcroft Wansbroughs, said: ‘The case highlights the need to understand that some people feel very strongly about their religious beliefs and that law firms should accommodate these so far as practical.


> ‘Unless firms have carefully considered the many things that need to be taken into account - such as dress codes and the general appearance of employees and accommodating religious practices in the workplace - they leave themselves vulnerable right from the word go.’


According to Ms Dineley, the legislation makes it clear that job applicants and employees are also protected from the moment they enter the recruitment process and are entitled to make a claim at any stage of their employment.


> Employers are therefore exposed during the interview process and throughout the probationary period, not only once the employee’s appointment is confirmed.


Ms Dineley added that law firms need to be aware of the potential pitfalls, particularly in the light of the adverse publicity any such claims would attract.