Under the Equality Act 2010, employers are generally prohibited from discriminating against job applicants based on protected characteristics such as religion or belief. However, the Equality Act allows a narrow exception known as a Genuine Occupational Requirement (GOR).
A GOR may only be applied where it is:
Essential to the role – the requirement is intrinsic to the nature of the job.
Proportionate and necessary – there is no less discriminatory way to achieve the same legitimate aim.
Recruiting for church roles across the Connexion
When recruiting for church roles, it is important to remember that requiring a practising Christian is only permissible when all of the following apply:
The role demands it
It is necessary and proportionate (there is no other way of achieving the same outcome)
Fair and consistent assessment
In reality this means that the duties must clearly involve representing and upholding the Christian ethos (e.g. pastoral leadership, delivering faith-based teaching). Applicants must genuinely meet the requirement, and this must be applied consistently, objectively and only where it is essential.
Implications for Recruitment
Specific religious roles only – GOR is appropriate for posts where faith is integral to the duties.
Not a blanket rule – Roles such as administrators, finance officers, caretakers, or other support staff will rarely qualify.
Case-by-case basis – Each decision must be justified and documented, showing why faith requirement is essential for that particular role.
GOR should always be the exception, not the norm. It safeguards the Christian identity of certain roles while ensuring fair recruitment practices. Misuse or overuse can lead to discrimination claims and reputational risk for the Church.