Protected beliefs cases double in five years

In recent years, workplace disputes related to protected beliefs have seen a significant increase, with employment tribunal cases rising from 6 in 2021 to 29 in 2025, as reported by TWM Solicitors. Protected belief cases can include allegations of discrimination, victimisation, or harassment based on religious or philosophical beliefs established under the Equality Act 2010. This trend emphasises the need for awareness among employers regarding the legal implications of these claims and the evolving nature of societal beliefs.

According to Anthony Wilcox, a Partner in TWM Solicitors' Employment team, a variety of topical issues have emerged in recent cases. He notes that “discrimination claims linked to protected beliefs can expose employers to significant financial and reputational risk, as compensation in discrimination cases is uncapped.” The data shows that claims related to religious beliefs accounted for 31% of cases last year, while gender-critical views and transgender rights comprised 24%.

Interestingly, previous cases have illustrated the diversity of justified beliefs that can attract protection, such as ethical veganism, which was recognised, contrasting with unsuccessful claims for vegetarianism or support for particular political parties. Wilcox suggests that “the scope of protected beliefs will continue to evolve to reflect the issues relevant to society at any given time.” He highlights that issues like anti-vaccination views have emerged in the wake of the COVID-19 pandemic, indicating that the protected characteristics will likely adapt in response to new societal concerns.

Employers must remain vigilant in managing their workplaces, especially regarding conflicts between differing employee beliefs. Wilcox advises that “as cases continue to provide further examples, employers must properly manage their workplaces to ensure that their employees are not experiencing discrimination or harassment due to their protected beliefs.” To mitigate legal risks, employers ought to ensure that management personnel receive adequate training, and that workplace policies are updated and relevant.

The rise in these tribunal cases shows that employees are more willing to assert their rights, signalling a need for workplaces to protect their employees from bullying related to protected beliefs. Ensuring an environment where diverse beliefs can coexist without conflict is critical for fostering a respectful workplace and avoiding potential legal entanglements. Employers who proactively adapt to the changing landscape of protected beliefs stand to protect not just their employees, but also their organisations from the growing risks associated with discrimination claims.