Lawyers and staff belong to different religions, which brings religious diversity, a source of collective enrichment. Individual religious practices require requests for leave for religious holidays as well as working time arrangements (e.g. Ramadan).

Such requests are favourably considered, insofar as the collective organization of work and the needs of the profession allow.

Thus, religious practice remains individual and varied, and is not a source of conflict.

The exercise and practice ofreligion in the workplace is becoming more and more diverse through membership of different faiths. This multi-faith reality needs to be taken into account.

Respect the principle of neutrality, while avoiding any proselytism.

Respect the equality of persons in religious matters and personal religious practices.

In order to comply with the spirit of religious diversity and the text governing the matter, in particular the Act of 28 November 2006 transposing Directives 2000/43/EC and 2000/78/EC introducing into Book II of the Labour Code a Title V onequal treatment in employment and occupation; Thus defining the principle ofequal treatment as "the absence of any direct or indirectdiscrimination on grounds ofreligion or belief,disability, age,sexual orientation,race or ethnicity", staff and lawyers are entitled to ask partners to leave earlier on certain days, to come in later in the morning or to agree to other working hours to enable them to practice theirreligion.

Prohibitingdiscrimination and ensuring individual religious practice is the expected and already observed impact. The firm's brand image has also been strengthened as a result.