Posted in Employment Law, Human rights

Scope for ban in Islamic headscarves in the workplace remains limited

Again on the recent ruling from the EUCJ, this time with nice considerations:

  • Review why the dress code is necessary and identifying the legitimate aim of the policy;
  • Re-considering the scope of the code and what the justification is for its different elements;
  • Assess whether employees or employee representatives should be involved in discussions about the code;
  • Ensure the arrangements in place to ensure that the code is applied consistently and systematically across the business; and
  • Decide the extent of flexibility allowed within the code, where exceptions are made and checking that any flexibility is being managed consistently across the business.




Contract Manager with a remarkable lust for legal and business knowledge

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