Our organisation has a religious ethos. How do we determine if a person’s religion or belief can be justified as a genuine occupational requirement for a post?
Staff can be recruited on the basis of their religion or belief where this is a genuine occupational requirement for the job. The Regulations require you to consider the nature of the job and the context within which it is carried out when considering whether the job holder needs to practice a specific religion in order to undertake the role within the ethos of the organisation. When considering applying such a requirement look at each post individually both in terms of the duties of the job and the context within which it is carried out. Organisations should not expect to apply a blanket requirement to all its posts even if it has a religious ethos. Organisations should consider whether there are alternatives to applying an occupational requirement. For instance, if only a small part of the job needs someone from that religion then it may be possible to redistribute work or reorganise roles in such a way as to avoid applying a religious requirement to a particular post. Organisations
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