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.
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.
The Employment Appeal Tribunal (EAT) ordered the employment tribunal to reconsider whether or not a claimant's philosophical belief in the "proper and efficient use of public money in the public sector" is protected under the Equality Act 2010. Kate Hodgkiss explains the EAT's decision.
The Employment Appeal Tribunal (EAT) has held that the dismissal of a Christian employee because of her refusal to end her marriage with a convicted sex offender was indirect religious discrimination.
The Employment Appeal Tribunal (EAT) has held that an employee was subjected to disciplinary proceedings because of her own inappropriate actions, and not because she was manifesting her Christian beliefs.
The existence of a non-discriminatory reason for Muslim prison chaplains being paid less than their Christian counterparts has defeated a discrimination claim. Matthew Leon and Kate Hodgkiss explain a Court of Appeal ruling that has stirred up the law on indirect discrimination.
An employer was entitled to turn down an employee's request for five consecutive weeks' annual leave in the summer to attend religious festivals with his family in Sardinia, in a useful case for employers faced with an employee asking for a long block of holiday for religious reasons.
An employment tribunal has held that the removal of the Koran from a Muslim employee's locker during a locker clearance while he was on paid leave was not religion or belief discrimination.
An employment tribunal has held that the claimant was subjected to indirect discrimination by the employer's requirement that she work on a Saturday where her religion prohibited Saturday working.
The Employment Appeal Tribunal (EAT) has dismissed an appeal against an employment tribunal decision that there was no religious discrimination against a Muslim interviewee who was asked by an interviewer about the potential for her unusually long religious dress to provide a trip hazard.