Businesses will welcome a Court of Appeal decision that dismissed an appeal from a Christian employee who claimed they had suffered indirect discrimination on grounds of religious belief by being required to work on Sundays. The court held that the employer was successful in justifying the requirement to work on Sundays even though it was found to be potentially discriminatory.
The main reason, in this case, was that there was no viable or practicable alternative way of running a care home effectively without requiring the employee to work on Sundays. It was also highly relevant that the employee had knowingly signed a contract requiring her to work on weekends and that the informal arrangements whereby she had been excused from Sunday working for nearly two years did not form part of her contract.
To read more about the different types of discrimination that can occur within the workplace and highlights practical steps businesses can take to help avoid breaching discrimination and harassment law click here.