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- Date:
- 17 May 2018
- Type:
- Law reports
In Bakkali v Greater Manchester Buses (South) Ltd t/a Stage Coach Manchester, the Employment Appeal Tribunal (EAT) held that asking a Muslim employee whether or not he supported IS did not amount to harassment because, given the context, the offending comment was not "related to" his religious belief or race.
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- Date:
- 24 September 2017
- Type:
- Law reports
In Achbita and another v G4S Secure Solutions [2017] 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.
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- Date:
- 24 September 2017
- Type:
- Law reports
In Bougnaoui and another v Micropole SA [2017] 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.
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- Date:
- 10 August 2017
- Type:
- Law reports
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.
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- Date:
- 6 April 2017
- Type:
- Law reports
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.
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- Date:
- 14 March 2017
- Type:
- Law reports
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".
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- Date:
- 14 March 2017
- Type:
- Law reports
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.
-
- Type:
- Policies and documents
Updated to include information on Gareddu v London Underground Ltd, affirming that an employer was entitled to turn down an employee’s request for a long period of time off for religious festivals.
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- Date:
- 8 February 2017
- Type:
- Law reports
The Employment Appeal Tribunal (EAT) has upheld an employment tribunal decision that the claimant's assertion that his beliefs required him to take a block of five weeks' leave to attend religious festivals was not genuine.
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- Date:
- 25 August 2016
- Type:
- Law reports
In Harron v Chief Constable of Dorset Police [2016] IRLR 481 EAT, the EAT allowed the employee's appeal against the ruling that his passionate belief in efficient use of public money did not constitute a "philosophical belief", on the basis that it was unclear if the tribunal had properly applied the necessary criteria. The issue was remitted to the tribunal for fresh consideration.
