I have a query in relation to an employee of the Muslim faith who uses the staff canteen to pray during working hours. The canteen space is limited and this activity is now causing difficulty for other staff who may have a scheduled break at the same time. What is the responsibility of the employer to accommodate staff who wish to practice their faith during work hours?

It is as unlawful to discriminate against a person for holding a particular (or any) religious or philosophical belief, as it is to discriminate against someone for not holding a religious or philosophical belief. Employers should adopt good practice measures to ensure that such persons are not put at a disadvantage in the workplace in this regard.

In the context of Islam, there may be several practices and observances which might affect a Muslim employee’s working life, for example: prayer; dietary requirements; dress; fasting; time off for religious observances etc. Employers shouldn't assume that all adherents to a particular religion follow the same requirements. It is best practice to