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Employment – Discrimination. The claimant brought a claim before the employment tribunal (the tribunal) against the respondent nursery for indirect discrimination on the grounds of religious belief. She asserted that she had been discriminated against because of the dress code said to be imposed by the respondent which prevented her from wearing a full-length jilbab (a garment worn as part of her Muslim religious beliefs) and meant that she was unable to accept the respondent's offer of employment. The tribunal, in dismissing her claim, found that the requirement that garments did not go to the floor, thereby creating a possible trip hazard, was not a requirement or criterion which had placed Muslim women, or the claimant in particular, at a disadvantage and, in any event, it had been a proportionate means of achieving a legitimate aim. The Employment Appeal, in dismissing the claimant's appeal, held, among other things, that the tribunal had not erred in its identification of the relevant provision, criterion or practice and had not made a perverse finding of fact.
Employment – Discrimination. The claimant brought a claim before the employment tribunal (the tribunal) against the respondent nursery for indirect discrimination on the grounds of religious belief. She asserted that she had been discriminated against because of the dress code said to be imposed by the respondent which prevented her from wearing a full-length jilbab (a garment worn as part of her Muslim religious beliefs) and meant that she was unable to accept the respondent's offer of employment. The tribunal, in dismissing her claim, found that the requirement that garments did not go to the floor, thereby creating a possible trip hazard, was not a requirement or criterion which had placed Muslim women, or the claimant in particular, at a disadvantage and, in any event, it had been a proportionate means of achieving a legitimate aim. The Employment Appeal, in dismissing the claimant's appeal, held, among other things, that the tribunal had not erred in its identification of the relevant provision, criterion or practice and had not made a perverse finding of fact.
Sam Townend KC explains the Bar Council’s efforts towards ensuring a bright future for the profession
Giovanni D’Avola explores the issue of over-citation of unreported cases and the ‘added value’ elements of a law report
Louise Crush explores the key points and opportunities for tax efficiency
Westgate Wealth Management Ltd is a Partner Practice of FTSE 100 company St. James’s Place – one of the top UK Wealth Management firms. We offer a holistic service of distinct quality, integrity, and excellence with the aim to build a professional and valuable relationship with our clients, helping to provide them with security now, prosperity in the future and the highest standard of service in all of our dealings.
Is now the time to review your financial position, having reached a career milestone? asks Louise Crush
If you were to host a dinner party with 10 guests, and you asked them to explain what financial planning is and how it differs to financial advice, you’d receive 10 different answers. The variety of answers highlights the ongoing need to clarify and promote the value of financial planning.
On the 50th anniversary of the pub bombings, even now it is still unresolved. Chris Mullin, the journalist and former MP who led the campaign leading to the release of the Birmingham Six, looks back at events
Most of us like to think we would risk our career in order to meet our ethical obligations, so why have so many lawyers failed to hold the line? asks Flora Page
If your current practice environment is bringing you down, seek a new one. However daunting the change, it will be worth it, says Anon Barrister
One year on and the Court of Appeal fails to quash convictions after receiving evidence of racism in the jury room, and there are still no revisions to the Equal Treatment Bench Book , says Keir Monteith KC
A cultural life and times
