The practice of fasting for religious reasons is part of religious freedom. However, in the context of salaried employees, the question of compatibility between fasting and professional activities arises each year. <\/span><\/p>\n Fasting for religious reasons falls under the freedom of religion, guaranteed by international texts as well as the Belgian Constitution and labor legislation.<\/span><\/p>\n Article 19 of the Constitution states that<\/span><\/p>\n “<\/span>Freedom of worship, its public practice, and freedom to demonstrate one’s opinions on all matters are guaranteed, except for the repression of offenses committed in the exercise of these freedoms.<\/span><\/i>“<\/span><\/p>\n<\/blockquote>\n Article 9 of the ECHR states that<\/span><\/p>\n “<\/span>Everyone has the right to freedom of thought, conscience and religion; this right includes freedom to change his religion or belief and freedom, either alone or in community with others and in public or private, to manifest his religion or belief, in worship, teaching, practice and observance<\/span><\/i>“.<\/span><\/p>\n<\/blockquote>\n Furthermore, the law on employment contracts of July 3, 1978 states in its Article 20, 5\u00b0 that the employer has the obligation “<\/span>to give the worker the necessary time to fulfill the duties of his religion, as well as the civic obligations resulting from the law<\/span><\/i>“.<\/span><\/p>\n The anti-discrimination law of May 10, 2007 also prohibits any unjustified distinction based on religion in the professional environment. Refusing a reasonable accommodation related to fasting, without valid reason, could be considered discriminatory. (See practical guide). <\/span><\/p>\n The employer therefore<\/b> cannot prohibit an employee from fasting<\/b> nor force them to break their fast. Such an injunction would constitute an infringement of religious freedom and could be sanctioned. <\/span><\/p>\n <\/p>\n","protected":false},"excerpt":{"rendered":" Cam\u00e9lia, a Muslim, is a mathematics teacher in a secondary school located in the Brussels Region. She wants to wear a headscarf but wonders about the applicable rules in her professional setting: are distinctive signs allowed in the exercise of her duties? Is the principle of neutrality applicable? <\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[437,436],"tags":[438,607],"class_list":["post-6283","post","type-post","status-publish","format-standard","hentry","category-belgium-en","category-legal-en","tag-belgium","tag-legal-practical-guide"],"yoast_head":"\n\n
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What should I do?<\/h4>\n
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Applicable references: <\/b><\/h4>\n
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