In India, religious freedom and labor laws are two important concerns that frequently overlap, causing difficulties for both workers and employers. This legal abstract gives a general review of India's present labor laws and religious freedom situation with an emphasis on how these laws interact and affect the workplace.

The Indian Constitution, which guarantees everyone the right to freely practice and spread their faith, is a strong defender of religious freedom. This right is nevertheless constrained by issues like morality, public order, and health. Employers are not allowed to discriminate against employees because of their religion on the job, and employees are free to practise their religion as long as it does not get in the way of their duties.

Different acts and regulations that protect workers in areas like the minimum wage, working hours, and workplace safety make up India's labour laws. All employees are subject to these laws equally, regardless of their religion. However, there have been cases where employers have exploited or discriminated against workers based on their religious beliefs or practises, which is against Indian labour regulations.

The issue of being required to work on religious holidays in India is one area where religious freedom and labour rules clash. While employers must make sure that work is finished on schedule and in accordance with company needs, employees nevertheless have the right to follow their religious practises. This has occasionally resulted in conflicts between employers and employees, with the former claiming that the latter is violating their right to practice their religion. In this article, the relationship between freedom of religion in relation to labor laws will be looked into

History of Religion in India

In a legal sense, India's constitutional and legal systems are entwined with its religious heritage. India is a multicultural nation with a long tradition of religious customs and beliefs. India is the birthplace of Hinduism, Buddhism, Jainism, and Sikhism. There are also sizable populations of Muslims, Christians, and Jews in India.

The Indian constitution forbids discrimination based on religion and provides religious freedom to all citizens. Additionally, the constitution permits government regulation of religious institutions and acknowledges their significance. The preservation of religious institutions and the freedom for individuals to practice their religion openly are both protected by Indian law.

Religion has occasionally been used to excuse discrimination, violence, and other unlawful actions, though. The Indian legal system has created a number of rules and regulations to deal with such events. For instance, inciting violence based on race, religion, or ethnicity is prohibited by the Indian Penal Code. This article will be looking at laws that protect workers and laborers from religious discrimination.

The Importance of religious freedoms in the Workplace

The importance of religious liberty in the workplace has recently received more emphasis. This relates to people's freedom to exercise their religion or beliefs at work without fear of harassment or discrimination.

The fact that religion is a core component of a person's identity and personal values underscores the significance of religious freedom in the workplace. Every person has the freedom to adhere to their faith and share their beliefs without concern for prejudice or negative employment repercussions.

To foster a diverse and inclusive workplace, religious freedom must be protected in the workplace. Employers have a moral and legal obligation to make sure that all staff members feel free to discuss their religious practises and beliefs at work. To do this, employers must make a reasonable effort to accommodate workers who need time off for religious holidays or special considerations to practise their religion.

Employers gain from fostering a diverse workplace where employees' religious convictions are respected. This can boost employee satisfaction and productivity while fostering an inclusive and diverse workplace culture.

Labour Laws in Relation to Religious Freedom in India

Laws that protect religious freedom in the workplace
The Indian Constitution, which grants everyone the right to freedom of religion, is the most important legal document in terms of religious liberty. In accordance with Article 25 of the Indian Constitution, everyone is "equally entitled to freedom of conscience and the right to freely profess, practice, and propagate religion."

In India, there are numerous other laws that safeguard religious freedom in addition to the Constitution. According to the Religious Institutions (Prevention of Misuse) Act of 1988, it is illegal to exploit religious institutions to further political causes or social unrest. Acts of religious hatred, such as inciting violence or fostering animosity between various religious groups, are punishable under the Indian Penal Code.

Articles 25 and 28

Article 25 of the Indian Constitution Freedom of conscience and free profession, practice, and propagation of religion

According to Article 25(1) of the Indian Constitution, everyone has the same right to religious freedom, including the freedom to profess, practice, and spread their religion, as long as it doesn't interfere with public morality, order, or health. However, this law's (the conscience element of it) application in the workplace or even outside of its parameters has not occurred.

This article also further states that the State may pass legislation that controls and limits any political, economic, or other secular activity that is connected to a particular religion. This calls for social welfare and the reform of or access by all Hindu classes and sections to Hindu religious institutions with a public character. According to this clause, people who practice the Sikh, Jaina, or Buddhist religions are considered to be Hindus and Hindu institutions must likewise be interpreted in accordance with this definition.

The Supreme Court ruled in Ratilal Panachand Gandhi v. State of Bombay that Article 25 provides everyone not just citizens the freedom of conscience and the right to freely profess, practice, and promote religion, subject to certain limitations imposed by the State. These limitations include Public morals, health, and other constitutional provisions are all addressed in clause one of article 25, laws that deal with or limit any commercial, financial, political, or other non-religious activity.

Article 28 of the Indian Constitution Freedom as to attendance at religious instruction or religious worship in certain educational institutions.

This stipulates that no religious teaching shall be offered in establishments of public schooling. The part that precedes it (that no religious instruction shall be provided) does not apply to educational institutions managed by the State but formed under any endowment or trust that mandates that religious instruction be imparted at such institutions.

Anyone who attends a school that has received state recognition or receives financial aid is not required to take part in any religious instruction that may be offered there or to attend religious services there unless they have given their consent. When it comes to minors, the guardians were supposed to have granted their approval.

When can an employer be sued for violating freedom of religion?

Employees must prove the following points for suing an employer for religious discrimination. The employee had 'bona fide' religious beliefs that the license with an employment requirement. He had informed the employer or the employer already knew of his beliefs. He suffered an employment action because he failed to meet the conflicting requirements or because the companies' requirements and employees' religious beliefs and practices were not removed by the company.

Other countries legally view religious freedom in the workplace

USA
The USA consists of diverse people and is a great country to compare to India due to how India has references some of its Idea from the USA. One of those things is fundamental rights which the Indian government has included the freedom of religion along with the right to take up a profession.

Discrimination based on race, religion, sex, color, or national origin is illegal under the Civil Rights Act of 1964. Employer discrimination is prohibited under Title VII of the updated Civil Rights Act for both current employees and job applicants. The Equal Employment Opportunity Commission (EEOC) is the federal agency in charge of putting this title into practice.

In the US the Civil Rights Act of 1964 prohibits discrimination based on race, religion, sex, and color. It protects employees and job applicants from employment discrimination. The law is interrupted in such a way that it is required employers to provide their employees with reasonable accommodation for their beliefs to remove the conflict between work and religion. The limit is the accommodation should not cause undue hardship.

When can an employer be held liable for Title VII violations?

For a claim of religious discrimination against an employer, an employee must establish the following. The employee's 'bona fide' religious convictions were in conflict with the license's condition for work. He had told the employer about his convictions, or the employer was already aware of them.[1]

He was subjected to disciplinary action at work because he didn't comply with the competing standards or because the employer didn't get rid of its requirements that conflicted with the employees' religious views and practices.

Cases:

United States v. Seeger

In this instance, it was decided that a person can qualify for conscientious objector status based on his conviction if it holds the same position as his belief in God. Additionally, it was decided that such objections ought to be grounded in religious conviction rather than in any social, intellectual, or political theory and that the term "Supreme Being" was to be interpreted to encompass all different kinds of belief[2].

Welsh v. United States

In the midst of the Vietnam War, this case was resolved. In order to decide whether a person could be granted a religious exemption from military service, the Supreme Court attempted to define what religion is in light of the First Amendment. The court ruled that traditional religious views were not required in this case in order to qualify as a conscientious objector[3].

Conclusion
In a work environment, the division of authority and power is largely visible, with the employee having less power. This often puts the employee in a variable passion to be abused and in turn, violates their fundamental right. It is there for important that the government tries to protect its citizen's rights and also improve or maintain business interests for economic gain.

Due to freedom of religion and conscience religion is the most sacred and special part done by society having its roots deeply embedded in the past, it is therefore important that the government protects its citizen's special freedom and backs it with the law. As people become more educated in the information age and begin to travel the world. The work environment become more diverse and demands that each individual freedom of religion is protected no matter what religion they may follow.

Reference:

• Right to Freedom of Religion [Articles 25 - 28]: Indian Polity Notes for UPSC. (n.d.). BYJUS. https://byjus.com/free-ias-prep/right-to-freedom-of-religion-articles-25-28/
• HeinOnline. https://home.heinonline.org/
• Religious Freedom and Mass Conversion in India. (n.d.). Google Books. https://books.google.com/books/about/Religious_Freedom_and_Mass_Conversion_in.html?id=J22RDwAAQBAJ
• Michaelsen, R. S. (2015, September 25). American Indian Religious Freedom Litigation: Promise and Perils | Journal of Law and Religion | Cambridge Core. Cambridge Core. https://doi.org/10.2307/1051348

End-Notes:

1. Religious Discrimination and Accommodation in the Federal Workplace. (n.d.). DOL. http://www.dol.gov/agencies/oasam/civil-rights-center/internal/policies/religious-discrimination-accommodation
2. United States v. Seeger. (n.d.). United States V. Seeger | the First Amendment Encyclopedia. https://www.mtsu.edu/first-amendment/article/240/united-states-v-seeger
3. Welsh v. United States, 398 U.S. 333 (1970). (n.d.). Justia Law. https://supreme.justia.com/cases/federal/us/398/333/

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