COMPLIANCE TOOL

Policy Impact Auditor

Rapidly test your rules for "Indirect Discrimination" risks.

Policy Checker Database

Search 50+ common workplace scenarios

All staff must be clean-shaven

High Risk

Uniform & Appearance

Disadvantages Muslim men who keep beards for religious reasons (Sunnah). Also impacts Sikh men.

Fix / Mitigation

Allow neat beards. If for H&S (e.g. Masks), provide hood-style alternatives.

No hats or headwear indoors

High Risk

Uniform & Appearance

Bans Hijabs (Muslim women), Turbans (Sikhs), and Kippahs (Jews). Direct conflict with religious mandates.

Fix / Mitigation

Explicitely exempt religious headwear in the policy text. Offer branded Hijabs if needed.

Bare below the elbow (Clinical)

Medium Risk

Uniform & Appearance

Some Muslim women observe Haya (modesty) and cover arms. NHS permits this but it causes friction.

Fix / Mitigation

Allow disposable oversleeves or 3/4 length scrub adjustments where infection control allows.

Women must wear skirts (no trousers)

High Risk

Uniform & Appearance

Many Muslim women cannot expose legs. Enforcing skirts without a trouser option is exclusionary.

Fix / Mitigation

Offer a trouser option or ankle-length skirt option for all female staff.

No jewellery allowed

Low Risk

Uniform & Appearance

Generally acceptable for H&S, but may flag 'Taweez' (amulets) or wedding bands.

Fix / Mitigation

Standard H&S usually overrides, but ensure consistency (e.g. don't allow Christian crosses but ban others).

All-hands meeting Friday 1pm

High Risk

Rota & Scheduling

Clashes directly with Jummah (Friday Prayers). Forces choice between faith and job.

Fix / Mitigation

Move meeting to 11am or 3pm on Fridays.

Rotating shifts (inc Sunset)

Medium Risk

Rota & Scheduling

During Ramadan, sunset (Iftar) is critical. Ignorance of this time causes health risks.

Fix / Mitigation

Allow a fixed 15min break at sunset during Ramadan for staff to break fast.

No annual leave in December

Low Risk

Rota & Scheduling

Generally lawful for business needs (Retail), but check if Eid falls in Dec (rare cycle).

Fix / Mitigation

Standard business need justification usually works, unless it blocks Eid.

Mandatory overtime with 1hr notice

Medium Risk

Rota & Scheduling

Disproportionately affects those with fixed prayer times or breaking fast.

Fix / Mitigation

Implement a volunteer-first system for overtime.

Lunch is strictly 12:00-13:00

Medium Risk

Rota & Scheduling

In winter, Zhuhr (noon prayer) window is short. 12-1 might miss it.

Fix / Mitigation

Allow a flexible lunch window (e.g. between 12:00 and 14:00).

Team socials at the Pub

High Risk

Socials & Networking

Excludes Muslims who avoid alcohol venues. If networking happens here, it's a barrier to progression.

Fix / Mitigation

Rotate venues. 1 in 3 events should be coffee/activity based (alcohol-free).

Christmas Party is mandatory

Medium Risk

Socials & Networking

Forcing religious celebration participation. Most Muslims will attend for social reasons, but don't force it.

Fix / Mitigation

Rename to 'End of Year Party'. Ensure Halal food and non-alcoholic drinks are available.

Champagne for Employee of Month

High Risk

Socials & Networking

Muslim staff cannot accept or consume this. It's a non-reward.

Fix / Mitigation

Offer a choice: 'Champagne OR Amazon Voucher OR Charity Donation'.

Team trip to the Races/Casino

High Risk

Socials & Networking

Gambling is strictly Haram (forbidden). Highly exclusionary.

Fix / Mitigation

Choose a skill-based activity (Escape Room, Axe Throwing, Pottery) instead.

Lunch & Learn (Food provided)

Low Risk

Socials & Networking

If meat is served without Halal option, it excludes. If during Ramadan, it's awkward.

Fix / Mitigation

Always order 20% Vegetarian/Vegan options (safe bet) or specific Halal.

One shared fridge for all food

Medium Risk

Facilities

Cross-contamination risk (Pork/Bacon touching Halal food).

Fix / Mitigation

Designate one shelf as 'Meat Free' or recommend sealed containers.

Communal Microwave

Medium Risk

Facilities

Splatter from pork products makes the microwave unusable for strict observers.

Fix / Mitigation

Provide microwave covers and enforce their use. Or have a 'Veggie Only' microwave.

No meeting rooms bookable for personal use

High Risk

Facilities

Prevents staff finding a quiet 5mins for prayer. Forces them to pray in stairwells/car parks.

Fix / Mitigation

Designate a 'Multi-Faith / Quiet Room' that is always available.

No bottles/jugs in toilets

Medium Risk

Facilities

Muslims wash with water (Istinja) after toilet. Removing jugs forces poor hygiene practice.

Fix / Mitigation

Install handheld bidet shwers or allow small watering cans in cubicles.

Dog-friendly office

Medium Risk

Facilities

Saliva of dogs is considered impure (Najis) by many Muslims. Fear of contact leads to anxiety.

Fix / Mitigation

Designate 'Dog Free Zones' in the office.

Standard CV screening

High Risk

Hiring & Promotion

Proven bias against 'Muslim sounding names'. Candidates get 3x fewer callbacks.

Fix / Mitigation

Implement 'Blind Recruitment' (remove names/universities from initial sift).

Judge candidate on 'Firm Handshake'

Medium Risk

Hiring & Promotion

Some Muslims do not touch the opposite gender. A refusal to shake hands is respect, not rudeness.

Fix / Mitigation

Judge on verbal communication and skills, not physical contact.

Assess for 'Culture Fit'

High Risk

Hiring & Promotion

Often code for 'people like us'. Biases against those with different backgrounds/hobbies.

Fix / Mitigation

Assess for 'Culture Add' or 'Values Alignment' instead.

Reject CV gaps > 6 months

Low Risk

Hiring & Promotion

May affect those who took time for Hajj or family care, but applies generally.

Fix / Mitigation

Ask for explanation rather than auto-reject.

Must maintain strong eye contact

Medium Risk

Hiring & Promotion

In some Asian/Arab cultures, lowering gaze is a sign of respect to elders/superiors.

Fix / Mitigation

Train interviewers on cultural body language differences.

Free Beer Friday (in kitchen)

Medium Risk

Socials & Networking

Turning the break area into a bar can make it a 'no-go' zone for Muslims.

Fix / Mitigation

Serve drinks in a specific zone or after hours, not in the main communal workspace.

Fixed Night Shifts

Low Risk

Rota & Scheduling

Actually beneficial during Ramadan (staff can eat while working).

Fix / Mitigation

Allow Muslims to swap into Night Shifts during Ramadan (Win-Win).

Rainbow Lanyards Mandatory

Medium Risk

Uniform & Appearance

Some staff may feel this conflicts with personal religious beliefs on sexuality.

Fix / Mitigation

Make allyship symbols optional. Enforce the behaviour (respect), not the symbol.

Holiday requests: First Come First Served

Medium Risk

Leave & Absence

Eid dates are not known until 24hrs before. Muslims can't book months in advance.

Fix / Mitigation

Ring-fence 2 days for Eid that can be booked provisionally/last minute.

Max 2 weeks leave at once

Medium Risk

Leave & Absence

Blocks Hajj (Pilgrimage) which requires 3 weeks min.

Fix / Mitigation

Allow a 'Sabbatical' or 'Once in Lifetime' exception for Hajj.

Bradford Factor for absence

Low Risk

Leave & Absence

Can penalise chronic illness, but generally religion-neutral.

Fix / Mitigation

Ensure Eid is recorded as 'Authorised Leave', not sickness/absence.

No strange movements at desk

Low Risk

Conduct

Sitting, standing, bowing (Prayer) might look odd if done at desk.

Fix / Mitigation

Provide a private room so they don't have to pray at desks.

English language only in office

Medium Risk

Conduct

Prevents colleagues saying 'Salam' or private prayers. Can feel hostile.

Fix / Mitigation

English for business operations, but allow native tongues for social/private chat.

Cameras always on for meetings

Medium Risk

Remote Work

Women who cover (Hijab) might not wear it at home. Unexpected calls force them to scramble.

Fix / Mitigation

Allow 'Camera Off' or audio-only unless critical.

Keystroke monitoring / Green status

Medium Risk

Remote Work

Penalises 10min prayer breaks throughout the day.

Fix / Mitigation

Measure output/deliverables, not active minutes.

Auto-enrolment into standard Pension

Medium Risk

Finance & Benefits

Standard funds often invest in Alcohol/Tobacco/War (Haram).

Fix / Mitigation

Ensure the pension provider offers a 'Sharia Compliant' or 'Ethical' fund option.

Season Ticket Loan (Interest bearing)

High Risk

Finance & Benefits

Muslims cannot pay/receive Interest (Riba).

Fix / Mitigation

Offer interest-free loans (standard for season tickets anyway) or salary sacrifice.

Financial Advice Benefit

Low Risk

Finance & Benefits

Generic advice might push interest-products.

Fix / Mitigation

Ensure advisor understands Islamic Finance options.

Payroll Giving (Specific Charities only)

Low Risk

Finance & Benefits

If list doesn't include Muslim charities, they can't pay Zakat efficiently.

Fix / Mitigation

Use an open platform (like Benevity) or add major relief charities (e.g. Islamic Relief).

Office Vending Machines

Low Risk

Facilities

Often contain gelatine sweets or non-halal crisps.

Fix / Mitigation

Label products clearly (Green dot for Veggie/Halal).

Mediation requires shaking hands

Medium Risk

Conduct

Some conservative Muslims won't shake hands with opposite gender.

Fix / Mitigation

Accept a nod or hand-on-heart as valid conflict resolution gesture.

Feedback: 'Too Aggressive'

Medium Risk

Performance

Often used against Passionate/Loud speakers from minority backgrounds.

Fix / Mitigation

Focus on specific behavioural examples, not personality adjectives.

Feedback: 'Needs to speak up more'

Medium Risk

Performance

Penalises cultural humility or respect for hierarchy.

Fix / Mitigation

Create alternative forums for feedback (written, 1-1) not just shouty meetings.

Travel to UAE/Saudi for work

Low Risk

Travel

Actually a benefit for Muslim staff (easy access to Umrah).

Fix / Mitigation

Ensure they get time to visit holy sites if in the region.

Shared hotel rooms for juniors

High Risk

Travel

Modesty/Privacy concern. Non-starter for observant Muslims.

Fix / Mitigation

Single occupancy rooms always.

Client dinners at Steakhouse

Medium Risk

Travel

Steak is usually not Halal. Vegetarian options at steakhouses are often poor.

Fix / Mitigation

Check menu beforehand. Ensure there is a fish or veg option.

Entertaining clients at Lap Dancing clubs

High Risk

Travel

Sexual objectification. Absolute prohibition in Islam.

Fix / Mitigation

Strict ban on adult venues for corporate entertainment.

Residential Training (Overnight)

Medium Risk

Training

Childcare issues or strict family dynamics regarding overnight stays.

Fix / Mitigation

Give plenty of notice and offer a day-attendance option if local.

Training Day scheduled Friday

Medium Risk

Training

Will clash with Jummah prayer (1pm).

Fix / Mitigation

Ensure the schedule has a long lunch break (12:30-14:30) on Fridays.

Gym Membership Subsidy

Low Risk

Finance & Benefits

Ensure gyms are accessible (some Muslim women need women-only hours).

Fix / Mitigation

Subsidise a range of gyms, including those with women-only sections.

Understanding "Indirect Discrimination"

Most managers understand Direct Discrimination (e.g., "We don't hire Muslims"). However, the biggest legal risk in the UK comes from Indirect Discrimination (Equality Act 2010).

This happens when a "PCP" (Provision, Criterion, or Practice) is applied to everyone equally, but it puts a protected group at a particular disadvantage compared to others, and it cannot be objectively justified.

The 3 Most Common Risky Policies

1. The "Clean Shaven" Policy

The Rule: "All staff must be clean-shaven for professional appearance."
The Risk: This disadvantages Muslim (and Sikh) men who keep beards for religious reasons.
The Defense: Is it a "Proportionate Means of Achieving a Legitimate Aim"?

Legitimate: Health & Safety requires an FFP3 face mask seal for asbestos removal. (This is usually a valid defense, provided you looked for alternatives like hood masks).
Not Legitimate: "It looks smarter." (This will lose in a tribunal).

2. The "Friday Meeting" Routine

The Rule: "All hands meeting is every Friday at 1pm."
The Risk: This is the exact time of Jummah (Friday Prayers). Mandating attendance essentially forces Muslim staff to choose between their job and their obligated prayer.
The Fix: Move the meeting to 11am or 3pm. It costs nothing and removes the discrimination risk.

3. The "Networking = Drinking" Culture

The Practice: "Promotions are decided based on who bonds with the client at the pub."
The Risk: If career progression relies on attending alcohol-centric events, you are excluding Muslims (and pregnant women, and recovering alcoholics) from networking opportunities.
The Fix: Diversify your socials. Coffee mornings, lunches, or activity-based events.

"Unlimited Holiday" Traps

Unlimited holiday policies can ironically be discriminatory. Studies show minorities take less leave in these systems due to "Imposter Syndrome" or fear of being seen as slacking.
Best Practice: Ensure you have a "Minimum Holiday" policy or explicitly encourage taking religious days off without guilt.

The "Justification" Test

If you identify a risk, ask yourself: "Is this policy necessary for the business to function?" If the answer is "No, it's just how we've always done it," change it immediately.