Implementation of the Employment Equality Directive: The principle of non-discrimination on the basis of religion or belief
The Employment Equality Directive (adopted in 2000) imposed a duty on the EU Member States to provide protection against discrimination on the grounds – among others – of religion or belief in the areas of employment, occupation and vocational training. This study examines the legal issues linked to this protection, including the interpretation of key concepts, and the exceptions provided for in the Directive. Throughout the study, examples of good practice in various Member States have been identified on which the CJEU and the national courts can draw for guidance when required to decide on issues regarding religion or belief discrimination in employment contexts.
Study
External author
This study has been written by Erica Howard of the School of Law, Middlesex University, at the request of the Ex-Post Impact Assessment Unit of the Directorate for Impact Assessment and European Added Value, within the Directorate General for Parliamentary Research Services (DG EPRS) of the General Secretariat of the European Parliament.
About this document
Publication type
Policy area
Keyword
- application of EU law
- criminal law
- EC Directive
- EMPLOYMENT AND WORKING CONDITIONS
- equal treatment
- EUROPEAN UNION
- European Union law
- freedom of expression
- freedom of religious beliefs
- interpretation of the law
- labour law
- labour law and labour relations
- LAW
- organisation of work and working conditions
- psychological harassment
- religious discrimination
- rights and freedoms
- sources and branches of the law
- working conditions