Recent European court judgments have suggested that employers can justify a ban on employees wearing certain religious items. But what do these cases mean for employers drawing up dress codes and will Brexit affect how they are interpreted in future?
Updated to include information on the ECJ judgments in Achbita v G4S Secure Solutions NV and Bougnaoui v Micropole Univers, on employers preventing female staff from wearing Islamic headscarfs while working with clients.
The European Court of Justice has held that a direct religious discrimination claim in which an employee who wears an Islamic headscarf is dismissed to appease a customer cannot be defended on the basis of a "genuine and determining occupational requirement".
The European Court of Justice has held that a ban on religious dress that prevents a Muslim woman from wearing an Islamic headscarf when in contact with clients cannot be directly discriminatory, but is potentially indirectly discriminatory.
Requirements for women to wear high heels, make-up and a skirt were common in the 1970s, but do such requirements have any place in a 21st-century employer's dress code? In this week's podcast, we discuss the recent controversy around sexism in workplace dress codes.
When receptionist Nicola Thorp was sent home from an assignment for wearing flat shoes it created a flurry of debate and a subsequent parliamentary inquiry. Now the results of the inquiry have been published, what does this mean for employers who operate uniform or dress code policies?
Employers that enforce sexist dress codes could be in line for stricter punishment and fines, if the Government follows recommendations set out in a new report.
New research on appearance at work from Acas shows that employers may be out of touch with changing public attitudes to visible tattoos, body piercings and other developments.
The requirement to speak English at work and dress codes at work are policy areas where employers should tread carefully to avoid discrimination. Deborah Bulman, a senior associate from Burges Salmon LLP, considers recent legal controversies and gives tips on drafting employment policies.
In Begum v Pedagogy Auras UK Ltd t/a Barley Lane Montessori Day Nursery EAT/0309/13, the EAT upheld an employment tribunal decision that there was no religious discrimination against a Muslim interviewee who was asked by the interviewer if she could wear religious clothing that did not present a trip hazard.
HR and legal information and guidance relating to employee dress codes.