Ban on the Wearing of Political, Philosophical or Religious Signs at Work may be Lawful

blog-publish-date

17 Mar 2017

blog-read-duration

The European Court of Justice (ECJ) has ruled that companies may ban “the visible wearing of any political, philosophical or religious sign" in the workplace. This need not constitute direct discrimination, as long as the rule is applied to all members of staff equally and does not single out particular groups. Such a ban may affect Muslim staff who wear headscarves at work – if it was only applied to that group of employees it would almost certainly constitute unlawful discrimination. The ban must be based on internal company rules requiring all employees to "dress neutrally", said the Court. As a result such a policy might equally affect employees who wear other religious insignia such as crucifixes, skullcaps and turbans. In addition such a ban cannot simply be based on the wishes of a customer.

Advice to Employers

Andrew Willis, Croner’s Head of Litigation, comments: “The ruling has been met with a range of reactions, with some predicting that it will give greater leeway for employers to discriminate against staff on the ground of their religion. “In fact, such policies will only be lawful if they do not discriminate on the ground of a particular religious or philosophical belief. “It is also important to remember an employer’s duty not to indirectly discriminate – by placing people who adhere to a particular religion or belief at a particular disadvantage without justification. “As an example, wearing certain forms of dress might be ruled out by safety concerns. This would be lawful provided it was objectively justified as an appropriate and necessary way of achieving a legitimate aim – and consideration would need to be given to offering any affected employee a different position. ”

Background

The ruling arose from a case involving a receptionist fired for wearing a headscarf to her workplace in Belgium. Ms Samira Achbita was fired in June 2006 when, after three years of employment, she began wearing a headscarf to work. At the time of Ms Achbita's hiring, an "unwritten rule" had been in operation banning overt religious symbols, and the company subsequently went on to include this explicitly in its workplace regulations.

Free to Download Employer Resources

  • How to make reasonable adjustments for mental health in the workplace

    FREE DOWNLOAD

    How to make reasonable adjustments fo...

    Read more
  • Sample Health & Safety Communication and Consultation Policy

    FREE DOWNLOAD

    Sample Health & Safety Communication ...

    Download Croner's sample health & safety communication and consultation policy, here.

    Read more
  • Adverse Weather Policy

    FREE DOWNLOAD

    Adverse Weather Policy

    Here we’ve included a free sample adverse weather policy that UK business owners can refer to...

    Read more
  • Conducting an Equal Pay Audit

    BLOG

    Conducting an Equal Pay Audit

    The equal pay act sets provisions for organisations to follow the same pay syste...

    Read more
  • Health & Safety Changes to Look Out For in 2019

    BLOG

    Health & Safety Changes to Look Out F...

    The news at the start of this year has been dominated by Brexit and its potentia...

    Read more
  • Understanding Wage Differentials and Identifying Factors That Affect It

    BLOG

    Understanding Wage Differentials and ...

    The first step to understanding wage differentials is knowing the distinction be...

    Read more
  • Solicitors Benevolent Association

    CASE STUDY

    Solicitors Benevolent Association

    “The reason for using Croner was the high-profile track record and the credibili

    Read more
  • John Taylor Hospice

    CASE STUDY

    John Taylor Hospice

    “A large number of the queries are around employment law and rights in areas suc

    Read more
  • Motorsport Industry Association

    CASE STUDY

    Motorsport Industry Association

    “I’m so happy with the service Croner provide, I’d be hard pressed to find a fau

    Read more

Ready to focus on what you do best?

Get your free consultation and speak to an expert today.