The basic position is that the substance of previous law making it unlawful in the employment field to discriminate against a person because of religion or belief remains unchanged by the Equality Act 2010 (see generally notes at Religious discrimination ).

Of course the general changes which outlaw discrimination by association and perceived discrimination apply to disability discrimination as to the other strands of discrimination from 1st October 2010 (see Equality Act 2010/associative and perceived discrimination ). So too does the general rule, applicable to all strands of discrimination, which ensures that what would otherwise be unlawful discrimination is not unlawful if it is an occupational requirement and is "a proportionate means of achieving a legitimate aim" (see Equality Act 2010/direct and indirect discrimination ).

The naming and numbering of relevant provisions are of course quite different from those used previously (The Employment Equality (Religion or Belief) Regulations 2003 SI 2003/1660 are revoked by Equality Act 2010 s.211 and sch 27).