Equality, diversity and human rights >
Religion or belief discrimination
In the case of Good Law Project Limited v EHRC the High Court confirmed that the EHRC's interim guidance concerning single-sex spaces and the definition of "sex" is not unlawful, while in Hutchinson v County Durham, an employment tribunal found that allowing a trans woman to use female changing rooms in circumstances when other staff objected amounted to harassment and indirect sex discrimination.
It is important for HR to recognise that matters relating to gender identity and the use of single-sex facilities are sensitive. These situations must be managed thoughtfully to prevent discrimination and harassment claims.
See: Supporting non-binary and transgender employees: Supporting an employee who is transitioning
The Court of Appeal has been making the headlines after it found in Higgs v Farmor's School and others that a Christian school assistant's dismissal for social media posts expressing opposition to the ideas of transgenderism, gender fluidity and same-sex marriage was discriminatory. But did the headlines capture the essence of the court's ruling?
Kristie Higgs, the Christian school assistant who was dismissed after sharing Facebook posts that her employer deemed transphobic and homophobic, has won her case at the Court of Appeal.
Updated to include a reference to the protection from harassment measures in the Employment Rights Bill, published on 10 October 2024.
Enhanced with guidance on using artificial intelligence (AI) in the recruitment process.
In Miller v University of Bristol ET/1400780/22, the employment tribunal held that the professor's anti-Zionist beliefs are protected under the Equality Act 2010, and that his summary dismissal was an act of direct philosophical belief discrimination and unfair.
Enhanced with additional guidance on raising awareness around religion and belief.
Enhanced with further guidance on providing a dedicated space for prayer.
We reflect on the key decisions from last year and look forward to the case law trends likely to emerge in 2023. These include cases on: gender identity, holiday pay, coronavirus-related health and safety cases, industrial action, and dismissal and re-engagement.
We look at three cases dealing with issues around discrimination and whistleblowing, arising from the coronavirus (COVID-19) pandemic.
HR and legal information and guidance relating to religion or belief discrimination.