Implementation of the Employment Equality Directive: The principle of non-discrimination on the basis of religion or belief

12-01-2016

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.

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.

Údar seachtarach

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.