-
- Type:
- Employment law cases
Employees involved in interviewing should be wary of potential discrimination issues, as this case involving religion or belief discrimination shows.
-
- Date:
- 20 December 2011
- Type:
- Employment law cases
In Cherfi v G4S Security Services Ltd EAT/0379/10, the EAT held that an employer's refusal for business reasons to allow a Muslim security guard to leave the workplace to attend a mosque on Fridays was proportionate and justified. Accordingly, it did not amount to unlawful indirect religious discrimination.
-
- Type:
- Employment law cases
In this case, the tribunal had to consider whether or not a Jehovah's Witness was discriminated against on the ground of his religion when he was dismissed after refusing to work on Sundays.
-
- Type:
- Employment law cases
In a pre-hearing review, an employment judge has held that an ex-serviceman's stated belief that "we should pay our respects to those who have given their lives for us by wearing a poppy from All Souls' Day on 2 November to Remembrance Sunday" is not a philosophical belief under the Equality Act 2010.
-
- Date:
- 5 October 2011
- Type:
- Employment law cases
The Employment Appeal Tribunal has found that two members of a board were jointly and severally liable for unfair dismissal and religious discrimination, the compensation for which could include aggravated damages arising out of their post-employment conduct.
-
- Type:
- Employment law cases
This unusual case concerned whether or not an employee's beliefs that the terrorist attacks of 9/11 and 7/7 were carried out by the US and UK Governments, and were part of a "gigantic" and "evil" conspiracy, are capable of being protected as "philosophical beliefs" under discrimination law.
-
- Date:
- 11 July 2011
- Type:
- Employment law cases
The Employment Appeal Tribunal has held that the employment tribunal had not considered properly the evidence as to whether or not a significant group of Sikhs were disadvantaged by a council's policy that all staff who used of the communal staff kitchen had to join the rota to clean the fridge.
-
- Type:
- Policies and procedures
A model policy on supporting religious observance at work, including managing requests for time off and providing appropriate facilities.
-
- Type:
- Employment law cases
This case concerns whether or not a Sikh prison officer should be allowed to wear a ceremonial dagger in the workplace.
-
- Date:
- 18 May 2011
- Type:
- Employment law cases
In Power v Greater Manchester Police Authority EAT/0087/10, the EAT affirmed that, in determining whether or not an employee has suffered direct religious discrimination, a distinction may be drawn between treatment on the ground of the person's beliefs and treatment on the ground of manifestation of those beliefs.