ECtHR 26 November 2015, application 64846/11. (Ebrahimian), Religious Discrimination

A French hospital did not renew the fixed-term contract of a social worker because she refused to...

ECtHR 26 November 2015, application 64846/11. (Ebrahimian), Religious Discrimination

A French hospital did not renew the fixed-term contract of a social worker because she refused to...

2015/42 The dismissal of an employee for expressing negative views about a colleague’s homosexuality was both directly and indirectly discriminatory on the grounds of religion or belief (UK)

An Employment Tribunal has found that the employer of a Christian nursery worker both directly and indirectly discriminated against her on the grounds of her religion or belief when they dismissed her for expressing negative views about homosexuality to a lesbian colleague. Her claim for harassment was not upheld as the Employment Tribunal found that the employer’s conduct was not unwanted because the employee welcomed the disciplinary proceedings as an opportunity to express her religious beliefs in more detail.

<p><strong>2015/42 The dismissal of an employee for expressing negative views about a colleague&rsquo;s homosexuality was both directly and indirectly discriminatory on the grounds of religion or belief (UK)</strong></p>

An Employment Tribunal has found that the employer of a Christian nursery worker both directly and indirectly discriminated against her on the grounds of her religion or belief when they dismissed her for expressing negative views about homosexuality to a lesbian colleague. Her claim for harassment was not upheld as the Employment Tribunal found that the employer’s conduct was not unwanted because the employee welcomed the disciplinary proceedings as an opportunity to express her religious beliefs in more detail.

2015/25 Does a ban on visible outward signs of religious belief at work constitute direct discrimination? (BE)

The Belgian Supreme Court (Court of Cassation) has asked the European Court of Justice whether Directive 2000/78 should be interpreted in such a way that a prohibition on wearing a headscarf at work does (not) constitute direct discrimination where the employer’s workplace rules prohibit all employees from wearing outward signs of political, philosophical and religious belief in the workplace.

<strong>2015/25 Does a ban on visible outward signs of religious belief at work constitute direct discrimination? (BE)</strong>

The Belgian Supreme Court (Court of Cassation) has asked the European Court of Justice whether Directive 2000/78 should be interpreted in such a way that a prohibition on wearing a headscarf at work does (not) constitute direct discrimination where the employer’s workplace rules prohibit all employees from wearing outward signs of political, philosophical and religious belief in the workplace.

2015/41 No discrimination where Muslim candidate was told not to wear a jilbab that could pose a risk to health and safety (UK)

In a case involving a claim for indirect discrimination on grounds of religion or belief, the Employment Appeal Tribunal (EAT) agreed that an employer’s uniform policy, which required that no garment worn by an employee should present a tripping hazard, did not indirectly discriminate against Muslim women who wore jilbabs (long, flowing garments which cover the body).

<p><strong>2015/41 No discrimination where Muslim candidate was told not to wear a jilbab that could pose a risk to health and safety (UK)</strong></p>

In a case involving a claim for indirect discrimination on grounds of religion or belief, the Employment Appeal Tribunal (EAT) agreed that an employer’s uniform policy, which required that no garment worn by an employee should present a tripping hazard, did not indirectly discriminate against Muslim women who wore jilbabs (long, flowing garments which cover the body).

2015/24 Protestant hospital may ban headscarf at work (GE)

It is permissible for an employer who is part of a religious community, in this case the Protestant Church, to ask its employees to behave neutrally during working hours. This duty of neutrality can justify a prohibition on wearing Islamic headscarves.

<strong>2015/24 Protestant hospital may ban headscarf at work (GE)</strong>

It is permissible for an employer who is part of a religious community, in this case the Protestant Church, to ask its employees to behave neutrally during working hours. This duty of neutrality can justify a prohibition on wearing Islamic headscarves.