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.
With high temperatures possible during the summer months, we explore some employment law scenarios employers may have to deal with.
The Advocate General has suggested that an employer cannot have a blanket ban on religious dress that prevents a Muslim woman from wearing an Islamic headscarf when in contact with clients.
The Advocate General has said that it is not direct religious discrimination for an employer with a policy of religious and political neutrality to prevent a Muslim employee from wearing an Islamic headscarf.
The employer debate about whether or not to police employee appearance in the workplace remains very much alive in 2015, according to XpertHR's research into dress codes.
This constructive dismissal claim against a fashion retailer was unsuccessful, but it does reveal some of the difficulties that can arise when employers in this sector require their staff to project a particular image.
The employer in this tribunal case successfully defended a man's sex discrimination claim over the common issue of its dress and appearance code applying different rules to men and women.
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.
HR and legal information and guidance relating to employee dress codes.