We look at three recent employment tribunal decisions concerning dress and jewellery codes that led to successful employment tribunal claims for religious discrimination and unfair constructive dismissal.
As employers like Virgin Atlantic relax their policies on visible tattoos in the workplace, Nicola Cockerill examines the benefits of redrafting dress codes to make them more ink-friendly and discusses the legal issues that can arise.
XpertHR explores the different approaches taken by employers to dress and appearance in the workplace and the challenges involved in ensuring that rules are followed
This constructive dismissal claim against a fashion retailer was unsuccessful, but it does reveal some of the difficulties that can arise when employers in this sector require their staff to project a particular image.
This employment tribunal considered whether or not it was discrimination for a manager with health and safety concerns to ask a Muslim interviewee about her unusually long religious dress.
The employer in this tribunal case successfully defended a man's sex discrimination claim over the common issue of its dress and appearance code applying different rules to men and women.
The European Court of Human Rights has held that a Christian employee's right to freedom of thought, conscience and religion under art.9 of the European Convention on Human Rights was breached when the UK courts found that she was not discriminated against by British Airways' uniform policy, which prevented her from wearing visible items of jewellery at work.