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On 15th January 2013 the European Court of Human Rights (ECHR) will deliver its judgement on four cases where it is claimed UK law does not sufficiently protect an employees’ rights to freedom of religion and freedom from discrimination at work. The cases can be categorised as uniform cases and refusal cases.
Two of the cases demonstrate the balance to be struck between allowing an employer to set a uniform policy and the ability of an employee to manifest their religious or philosophical beliefs. The court could conclude that every uniform policy includes a reasonable adjustment type term to encourage employers to accommodate the wearing of a religious symbol unless there are fair grounds to refuse. Imposing absolute rules is unlikely to be attractive to the ECHR.
The court should have less difficulty with the two refusal cases. Both employees accepted jobs with duties that required them to serve the public without discrimination. As the employee’s beliefs inhibited them from doing so for the very reason made illegal by discrimination law, it seems likely that the court will uphold their dismissals.
However, if any of claims are upheld UK law might have to be changed.
In a recent case the Employment Appeal Tribunal determined that, as a zero-hour worker, the Claimant was not entitled to be paid whilst he was suspended pending an investigation into an allegation of misconduct.
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For business disputes, it looks likely that remote hearings will be an option into the future.
The Government has launched a consultation today on potential changes to the statutory flexible working regime.
Given the ongoing scrutiny of maternity services following publication of the Ockenden preliminary report in December 2020, it is timely that World Patient Safety Day on 17 September 2021 has a focus on safe maternal and newborn care.
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