Faith-Sensitive “Wellbeing Days” (e.g., after bereavement rituals)
Is this considered a reasonable adjustment under UK Law?
Overview
Often reasonable if treated consistently and planned.
For Employees
Ask early and clarify whether it’s annual leave, TOIL, or unpaid.
For Employers
Clarity avoids disputes; consistent approach is key.
Key Considerations
- Use annual leave/comp time.
- Operational cover.
Check your specific situation
The outcome above is a general guide. Use our interactive tool to see how your specific job role (e.g. Safety Critical vs Office) changes the result.
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