European firms are still absorbing the impact of last year’s victory by a British Airways worker (pictured) who won damages at the European Court of Human Rights after she was denied, temporarily, the right to wear a cross with her uniform.In advice updated last month, Britain’s Equality and Human Rights Commission urges firms to meet religious needs, even if expressed by only one employee, as long as they do not infringe the rights of others.Employers are familiar with “reasonable accommodation” under the Americans with Disabilities Act (ADA).“Reasonable accommodations” for religious issues is somewhat different under the discrimination laws.Sometimes, an employee’s religious beliefs or practices can be in conflict with job requirements.Under federal and most states’ laws, employers cannot ignore the religious needs of employees but must work with employees to try to accommodate them.

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Nonetheless, many religious beliefs and practices are capable of being accommodated and employers should fully understand their obligations.

An employer need only accommodate “sincerely held” religious beliefs and practices.

BOSSES all over the Western world have been warned.

Unless they make allowances for the religious faiths of their ever more diverse workforces, they will suffer lawsuits, official rebukes and protests from staff.