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Protection against discrimination in the Equality Act 2010 goes beyond safeguarding employees' religious beliefs to cover “philosophical beliefs” as well. Employees who hold a “philosophical belief” that meets the test set out in case law are protected against direct and indirect belief discrimination, harassment and victimisation because of their belief.
What constitutes a “philosophical belief” under the Equality Act 2010 is a matter of fact in each case. Employment tribunals will apply the test in Grainger plc v Nicholson, in which the Employment Appeal Tribunal (EAT) set out five hurdles that must be jumped for a philosophical belief to come within the Equality Act 2010. The EAT found that a deeply held belief that “mankind is duty-bound to act on catastrophic climate change” was protected under the Equality Act 2010.
6 Mar 2007
The Equality Act 2006 is set to clarify the law on religion or belief discrimination. The Act changes the existing...
19 Feb 2007
Only a third of employers have an explicit policy on religion and belief in the workplace, a study has found....
31 Oct 2006
An employee has complained under the company’s harassment procedure. She says that her colleagues have been laughing at her because...
21 Apr 2006
This is a low-key training package that benefits from a thoughtful and measured approach to dealing with religious diversity in the workplace.
15 Jun 2004
There is no requirement in the Employment Equality (Religion or Belief) Regulations 2003 (RB regulations) for people to provide evidence...
20 Jan 2004
Q The Home Secretary has called for the police to automatically disqualify members of the British National Party from becoming...