I have a query in relation to an employee of the Muslim faith who uses the staff canteen to pray during working hours. The canteen space is limited and this activity is now causing difficulty for other staff that may have a scheduled break at the same time. What is the responsibility of the employer to accommodate staff who wish to practice their faith during work hours?

Posted in : First Tuesday Q&A ROI on 7 July 2015
Zelda Cunningham
Arthur Cox
Issues covered:

Under the Employment Equality Acts 1998 to 2011 (the “EEA”) employers cannot treat an employee less favourably than other employees on grounds of religion. The EEA provide for a limited exception to this general rule, in that religious institutions (including schools and hospitals) may discriminate against employees in order to protect their religious ethos.

In a high-profile case in 2013, the European Court of Human Rights (the “ECHR”), recognised that the refusal of an employer to allow a person to wear a religious symbol constituted an interference with their right to manifest their religion. In Eweida & Ors v the United Kingdom, the ECHR emphasised the importance of freedom of

Already a subscriber?

Click here to login and access the full article.

Don't miss out, register today!

Are you fully aware of the benefits of Legal-Island's Irish Employment Law Hub? We help thousands of people like you understand how the latest changes in Irish employment law impact your business through a mix of case law analysis and in-depth articles. All delivered right to your inbox.

We help you to understand the ramifications of each important case from Ireland and Europe.

We help you ensure that your organisation's policies and procedures are fully compliant with Irish law.

You will receive regular updates on Irish employment law including case law reviews, legislative changes, topical updates as well as answers to your burning questions through our Q&A feature.

You will have 24/7 access to the Employment Law Hub so you can research case law and HR issues when you need to.

Already a subscriber, now or Register

Back to Q&A's This article is correct at 02/09/2015

The information in this article is provided as part of Legal-Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article.

Zelda Cunningham
Arthur Cox

The main content of this article was provided by Zelda Cunningham. Contact telephone number is +353 1 618 0000 or email zelda.cunningham@arthurcox.com

View all articles by Zelda Cunningham