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.
The Employment Appeal Tribunal has held that the employment tribunal had not considered properly the evidence as to whether or not a significant group of Sikhs were disadvantaged by a council's policy that all staff who used of the communal staff kitchen had to join the rota to clean the fridge.
The Employment Appeal Tribunal has held that a refusal to allow a Muslim guard to attend a mosque during working hours, which would have jeopardised his employer's commercial contract to provide security services, was not indirect religious discrimination.
This case concerns whether or not a Sikh prison officer should be allowed to wear a ceremonial dagger in the workplace.
Although discrimination because of religion or belief is unlawful, that does not mean that employers cannot discuss relevant religious issues during a recruitment process, as this case demonstrates.
The Fair Employment Tribunal in Northern Ireland has awarded a Protestant teacher who was made redundant £8,250 for religious discrimination.
In McFarlane v Relate Avon Ltd  EWCA Civ B1, the Court of Appeal refused a Christian relationship counsellor leave to appeal against a finding that his dismissal for refusing to counsel same-sex couples on sexual matters did not constitute religious discrimination.
In Eweida v British Airways Plc  IRLR 322 CA, the Court of Appeal held that a uniform policy that prevented the wearing of a visible item of adornment around the neck did not give rise to indirect discrimination against a Christian employee who wished to display a cross as a matter of personal preference, rather than as a mandatory religious requirement.
The Court of Appeal has refused an application against an Employment Appeal Tribunal decision that a counsellor who was dismissed after he refused to give advice to same-sex couples was not discriminated against because of his religious beliefs. In doing so, the Court of Appeal rejected former Archbishop of Canterbury Lord Carey's call for a specialist panel of judges to hear cases involving religious rights.
HR and legal information and guidance relating to indirect religion or belief discrimination.