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.

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Posted in Employment Law, Human rights

Verbod op hoofddoek toegestaan…

Prohibition of headscarves allowed…if it violates an internal regulation of neutral dressing, ruled the EUCJ.

The case took place in Belgium, where an employee of a security company wanted to wear her headscarf all the time, while the company demanded a neutral outfit that would not expose people ideas on politics, life, religions and sexual orientation.

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