Our Methodology

Our advice sits at the intersection of Mainstream Islamic Jurisprudence (Fiqh) and UK Employment Law.

1. Religious Sources

We rely on mainstream Sunni orthodoxy, specifically the four established schools of thought (Hanafi, Maliki, Shafi'i, Hanbali).

Handling Disagreement (Ikhtilaf): Where schools differ (e.g. on eating seafood or praying times), we advise the most inclusive/flexible option that remains valid, while noting the stricter view.

2. Legal Framework

All advice is stress-tested against the UK Equality Act 2010, specifically regarding:

• Protected Characteristics: Religion or Belief.
• Direct Discrimination: Treating someone worse because they are Muslim.
• Indirect Discrimination: Policies that seemingly apply to everyone but disadvantage Muslims (e.g. "Clean Shaven Policy").
• Objective Justification: When a policy IS legal because it is proportionate (e.g. Safety Critical roles).

3. Operational Realism

We consult with active managers in Logistics, NHS, and Policing. Our advice is not theoretical. If a guideline implies "just give them 2 hours off", we reject it. We look for the "Minimum Viable Adjustment" that satisfies the religious obligation without breaking the business.