especially superior officers, faced with requests based on religious motivation from members of the armed forces in Canada,190 Denmark, and the United Kingdom.191 These guides can also be especially useful in providing practical assistance in assessing the sincerity of claims to recognition of religious diversity in the case of minority religions by members of the armed forces. 192 Box 11.8 Guidance on Accommodating Religious Liberty (Denmark)192 The Danish Defence Command has published guidelines on how to handle religiously motivated practical requests and needs, which includes the following topics: Holidays In Denmark, holidays are on days specified by the Evangelical Lutheran Church. However, employees who work on these days are compensated for the hours worked and may, if they choose, take as unpaid holiday other days off according to the calendar of a different religious community, provided that this does not conflict with duty requirements. Every year, a Defence Command order publishes the dates of Islamic and Jewish holidays in the year in question. Food In all permanent workplaces of the Danish Defence Command, the cafeterias serve a variety of foods, making it possible for employees with special wishes to make up a meal that meets their wishes to the maximum extent possible. Furthermore, the Danish Defence Command produces field rations that do not contain pork, to accommodate Jews and Muslims who consider it unclean. Prayer The Danish Defence Command accommodates requests relating to prayer (including requests concerning times of day and location) to the extent this is compatible with duty requirements. Furthermore, within the existing framework, a room may, if possible, be designated for prayer. Disease, death, and funerals Employees with special religious needs in the event of disease or death in service are allowed to register these, and the Defence Command tries to accommodate such wishes and needs. An appendix giving practical guidance on rituals appropriate to different religions has been distributed. 4. Best Practices and Recommendations • Service in the armed forces should be open to everybody regardless of religion; any impediments such as religious oaths of allegiance should be relaxed by allowing at least the possibility of affirmation; • States should collect data on the religious composition of the armed forces in order to have an evidential basis for identifying and combating any latent or indirect discrimination; • Armed forces should, wherever possible, accommodate religious practices by members, including worship, prayer, access to representatives of their religion or denomination, 190  Canadian Forces Administrative Order 16-1, “Religious Accommodation”. 191  The Ministry of Defence issued guidance following the adoption in 2005 of regulations prohibiting religious discrimination in employment. In addition to explaining the regulations and giving advice on handling complaints and basic information concerning about 10 major religions, this guidance covers the following matters: time off and facilities for prayer, requests for leave for religious festivals/holidays, time off for bereavement, dress, dietary needs, fasting, meeting the spiritual needs of personnel, conscientious objection, death in service, emergency burial, and the collection of information on religion and belief. See <http://www.army.mod.uk/ linked_files/ag/soldierwelfare/sol_support/Guide_on_Religion.pdf>. 192  Unofficial English translation of the document “Forvaltning af religiøst begrundete praktiske ønsker og behov” (Administration of Religiously Motivated Practical Wishes and Needs), Danish Defence Command, 2004. 96 Handbook on Human Rights and Fundamental Freedoms of Armed Forces Personnel