Updated to include information on Michalak v General Medical Council and others, in which the Supreme Court held that the employment tribunal had jurisdiction to hear a discrimination claim against the General Medical Council.
In Achbita and another v G4S Secure Solutions  IRLR 466 ECJ, the ECJ held that an employer's rule prohibiting employees from wearing any visible signs of belief, including the hijab, did not amount to direct discrimination.
In Bougnaoui and another v Micropole SA  IRLR 447 ECJ, the ECJ held that an employer in France could not use the reluctance of a customer to deal with any worker wearing an Islamic headscarf to defend the dismissal of a Muslim worker because she wore the hijab.
A table listing the religious discrimination awards made by employment tribunals in 2016/17.
The Employment Appeal Tribunal (EAT) has held that there was no religious discrimination when a Christian prison employee faced disciplinary action for quoting a passage from the bible and "speaking about homosexuality as a sin" during a chapel service.
We provide a mid-year round-up of key employment law cases in 2017.
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?
The Supreme Court has held that an incremental pay structure that put Muslim chaplains in the prison service at a disadvantage compared to their Christian colleagues was indirectly discriminatory, but was justified.
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.
HR and legal information and guidance relating to religion or belief discrimination.