In this case, an employee claimed that she had suffered discrimination on the ground of religion or belief when she was asked to remove from view a necklace that had religious connotations.
In Chatwal v Wandsworth Borough Council EAT/0487/10, the EAT held that a tribunal erred by failing properly to consider the evidence that an employee from a branch of Amritdhari Sikhs had established that his beliefs were shared by a sufficient group of people to support his indirect discrimination claim.
Employees involved in interviewing should be wary of potential discrimination issues, as this case involving religion or belief discrimination shows.
In Cherfi v G4S Security Services Ltd EAT/0379/10, the EAT held that an employer's refusal for business reasons to allow a Muslim security guard to leave the workplace to attend a mosque on Fridays was proportionate and justified. Accordingly, it did not amount to unlawful indirect religious discrimination.
In this case, the tribunal had to consider whether or not a Jehovah's Witness was discriminated against on the ground of his religion when he was dismissed after refusing to work on Sundays.
An employment tribunal has found that a Christian housing officer who told a terminally ill service user that she should "put her faith in God" and sought publicity when disciplinary action was taken was fairly dismissed and not discriminated against because of his religion.
In a pre-hearing review, an employment judge has held that an ex-serviceman's stated belief that "we should pay our respects to those who have given their lives for us by wearing a poppy from All Souls' Day on 2 November to Remembrance Sunday" is not a philosophical belief under the Equality Act 2010.
The Employment Appeal Tribunal has found that two members of a board were jointly and severally liable for unfair dismissal and religious discrimination, the compensation for which could include aggravated damages arising out of their post-employment conduct.
HR and legal information and guidance relating to religion or belief discrimination.