Opting out

There may be some tasks or requirements which staff may ask to opt out of because it conflicts with their beliefs; for example, ahimsa (non-violence) is a key principle of Jainism, as such Jain staff may wish to opt out of handling meat due to their strong belief that no living entity should be harmed or killed.

In addition, staff may ask to be exempt for having to work on certain days or at certain times; for example, Jewish staff may request to not work during Sabbath (beginning on Friday evening at sunset and ending on Saturday evening).

Do I need to automatically approve staff requests to opt out of duties?

You are not required to automatically approve all requests, if there is a good reason not to. But you must give proper consideration to any requests – not doing so could amount to discrimination under the Equality Act. You should approve it wherever possible, as any request for flexibility or adjustments.

You should not approve a request if it relates to opting out of working with staff, students, or visitors because of their religion or belief or another protected characteristic*. All employees have a legal responsibility to provide goods, facilities, or services in the same way to all, regardless of any protected characteristics – not doing so would amount to direct discrimination.

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* The Equality Act covers 9 protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

Can students opt out of aspects of their course?

The University’s Regulation 36 governs students’ registration, attendance, and progress. The following is an extract from the Regulation:

“1. Students are expected to engage fully with their course of study, take responsibility for their own learning and co-operate with their department and wider University as members of the University community. Students must comply with the requirements for their course as set out by the department.

2. Students are expected to inform departments of any health problems, changes in circumstances or other difficulties that may affect their progress. If a student fails to inform the department, these circumstances cannot be taken into account.”

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Case studies

Staff

Changes to job roles lead an ethical vegan employee to have additional duties, including cleaning food preparations areas. The staff member tells their manager that, due to their philosophical beliefs, they wish to avoid coming into contact with meat at work. The manager reviews the impact this would have on other staff, as duties would need to be reorganised in order that the tasks are still completed. The manager concludes that the impact on other staff can be easily managed and agrees to exempt the staff member from cleaning areas where meat has been handled or is stored.

Home

Return to the an overview of guidance on how you can accommodate and support common religion, faith, or belief-based requests.

Religion and belief guidance

Time off and flexibility

Do you need to approve all requests for time off relating to religion and belief? Should you prioritise these requests?

Time off requests

Dietary requirments and fasting

How can you support staff who are fasting? Can students request extensions/mitigating circumstances due to fasting?

Dietary and fasting requests

Religious dress or symbols

Are there circumstances in which you can ask staff/students to remove religious dress/symbols or to conform to a particular dress code?

Religious dress requests