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Religion or belief discrimination
In London Borough of Islington v Ladele EAT/0453/08, the EAT overturned the employment tribunal decision that a Christian registrar who was disciplined for refusing to undertake civil partnership duties was subjected to religious discrimination.
In Eweida v British Airways plc EAT/0123/08, the EAT held that a uniform policy that prohibited visible items of jewellery, unless worn in pursuance of a mandatory scriptural requirement, did not indirectly discriminate against a Christian employee who wished to display a cross over her uniform.
In Saini v All Saints Haque Centre and others EAT/0227/08, the EAT held that, where a tribunal found on the facts that the employer had mistreated an employee in order to target his colleague on the grounds of the latter's religion, the tribunal erred in finding that the mistreatment was not unlawful because it was not based on the employee's own religion.
Sue Johnstone, editor of Equal Opportunities Review, provides a round-up of some of the remedies that employment tribunals have awarded in religion or belief discrimination cases.
This week's case of the week, provided by DLA Piper, covers religion or belief discrimination.
In Harris v NKL Automotive Ltd and Matrix Consultancy UK Ltd EAT 0134/07, the Employment Appeal Tribunal (EAT) has upheld an employment tribunal's finding that a requirement to have tidy hair did not indirectly discriminate against a Rastafarian who wore his hair in dreadlocks.
In Azmi v Kirklees Metropolitan Borough Council EAT/0009/07, the Employment Appeal Tribunal (EAT) has dismissed an appeal against an employment tribunal's ruling that an employee who was dismissed for refusing to remove her veil while teaching had not been discriminated against on the grounds of religion or belief.
In Mohmed v West Coast Trains Ltd EAT/0682/06, the Employment Appeal Tribunal (EAT) has given the first appellate decision on religious discrimination.
Karen Smith and Sophy Robinson of Addleshaw Goddard bring you a comprehensive update on the latest decisions that could affect your organisation, and provide advice on what to do about them.
HR and legal information and guidance relating to religion or belief discrimination.