Employees involved in interviewing should be wary of potential discrimination issues, as this case involving religion or belief discrimination shows.
This case concerns whether or not a Sikh prison officer should be allowed to wear a ceremonial dagger in the workplace.
This case shows that some incidents of harassment are so serious that the correct approach is for the employer to contact the police, rather than use its own internal harassment investigation procedure.
Good practice guide discussing the key issues associated with religion and belief in the workplace and identifying the steps that employers can take to address these issues fairly while supporting the needs of the business.
A quiz for line managers to test their knowledge on the law and practice relating to bullying and harassment.
This case demonstrates how a one-off office joke can result in liability for discrimination.
In Ladele v London Borough of Islington  EWCA Civ 1357 CA, the Court of Appeal held that a registrar with strong Christian beliefs about marriage who was threatened with dismissal for refusing to carry out civil partnership work did not suffer unlawful religious discrimination.
The Court of Appeal has held that a registrar who refused to conduct civil partnership ceremonies between same-sex couples on the grounds that to do so would violate her Christian beliefs was not discriminated against on the grounds of her religion.
In London Borough of Islington v Ladele EAT/0453/08, the EAT overturned the employment tribunal decision that a Christian registrar who was disciplined for refusing to undertake civil partnership duties was subjected to religious discrimination.
HR and legal information and guidance relating to harassment related to religion or belief.