{"id":3379,"date":"2022-10-20T12:00:47","date_gmt":"2022-10-20T12:00:47","guid":{"rendered":"https:\/\/reillytesoro.com\/?p=3379"},"modified":"2023-04-21T15:12:12","modified_gmt":"2023-04-21T15:12:12","slug":"legittimo-vietare-lesibizione-di-segni-religiosi-sul-luogo-di-lavoro","status":"publish","type":"post","link":"https:\/\/tesoroandpartners.com\/eng\/legittimo-vietare-lesibizione-di-segni-religiosi-sul-luogo-di-lavoro\/","title":{"rendered":"It is lawful to ban religious signs at the workplace"},"content":{"rendered":"<h3><span style=\"color: #ff0000;\"><strong>Published on - Sole24Ore \u2013 NT Lavoro \u2013 on 20\/10\/2022<\/strong><\/span><\/h3>\n<p>According to European legislation, the employer may legitimate prohibit employees from expressing their philosophical and religious convictions verbally, by clothing or in any other way.<\/p>\n<p>Thus, the CGUE with the judgment of 13 October 2022 (cause C-344\/20).<\/p>\n<p>The case originates from the appeal field in Belgium by a Muslim woman, who wars the Islamic headscarf, against a Company that did not consider her application for a stage because of her refusal to comply with company\u2019s rule which prohibited the manifestation, by clothing, of political, religious or philosophical convictions.<\/p>\n<p>The company, moreover, also rejected the woman\u2019s proposal to wear a different type of headgear, noting that no headgear was permitted, be it a hat, cap or headscarf.<\/p>\n<p>Indeed, the company\u2019s regulations required employees to respect the company\u2019s policy of strict neutrality by refraining from \u201cmanifesting their religious, philosophical or political convictions of any kind, either verbally, by particular clothing or in any other way\u201d.<\/p>\n<p>According to the appellant, the lack conclusion of the stage agreement was directly or indirectly based based on her religious beliefs and, like it, it had to be considered contrary to the belgian law against discrimination (the Loi du 10 mai 2007 tendant \u00e0 lutter contre certaines formes de discrimination), which implemented the Directive 2000\/78.<\/p>\n<p>The Brussels Labour Court referred the matter to the CJUE, asking whether Directive 2000\/78 should be interpreted as meaning that the defendant company\u2019s regulation constitutes direct discrimination against a female employee who wishes to exercise her freedom of religion by visibly wearing a sign, as opposed to a female colleague who does not need to wear a sign because she does not adhere to any religion or adheres to a religion that does not necessarily require the wearing of a sign.<\/p>\n<p>For the CJUE, a regulation that only prohibit the wearing of large conspicuous signs of particularly religious or philosophical belief may constitute direct discrimination within the meaning of Directive 2000\/78 in cases where that criterion is inextricably linked to one or more particular religion or beliefs (judgment of 15 July 2021, Wabe and Mh Mu\u0308ller Handel, C-804\/18 and C-341\/19, EU: C:2021:594).<\/p>\n<p>Under a different aspect, it\u2019s considered lawful, as falling within the freedom to conduct a business recognised by Article 16 of the Charter of Fundamental Rights of the European Union, the employer\u2019s will to show, in the relations with the customers, a political, philosophical or religious  neutral line, especially when the employer involve, in such process, only the employees which are in contact with the customers.<\/p>\n<p>For the CJUE, therefore, Article 2 (2) (a) of Directive 2000\/78 must be interpreted as meaning that \u201ca provision in an undertaking\u2019s employment regulations prohibiting employees from verbally expressing, by clothing or in any other manner, their religious or philosophical convictions of any kind does not constitutes, in relation to employees who whish to exercise their freedom or religion and conscience by visibly wearing a sign or garment with religious connotation, direct discrimination \u2013 on grounds of religion or personal belief \u2013 within the meaning of that directive, provided that those provision is applied generally and indiscriminately\u201d.<\/p>","protected":false},"excerpt":{"rendered":"<p>Pubblicato su Sole24Ore &#8211; NT Lavoro &#8211; il 20\/10\/2022 In base alla normativa europea, il datore di lavoro pu\u00f2 legittimamente vietare ai dipendenti di manifestare verbalmente, con l&#8217;abbigliamento o in qualunque altro modo, le proprie convinzioni filosofiche e religiose. Cos\u00ec la Corte di Giustizia Europea, con la sentenza del 13 ottobre 2022 (causa C-344\/20). Il [&hellip;]<\/p>","protected":false},"author":3,"featured_media":2948,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[48],"tags":[147,148,146,149],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v18.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Legittimo vietare l\u2019esibizione di segni religiosi sul luogo di lavoro | Tesoro &amp; Partners<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/tesoroandpartners.com\/eng\/legittimo-vietare-lesibizione-di-segni-religiosi-sul-luogo-di-lavoro\/\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Marco Tesoro\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Organization\",\"@id\":\"https:\/\/tesoroandpartners.com\/#organization\",\"name\":\"Tesoro & Partners\",\"url\":\"https:\/\/tesoroandpartners.com\/\",\"sameAs\":[\"https:\/\/www.linkedin.com\/company\/reilly-tesoro-employment-law-firm\/\"],\"logo\":{\"@type\":\"ImageObject\",\"@id\":\"https:\/\/tesoroandpartners.com\/#logo\",\"inLanguage\":\"en-US\",\"url\":\"https:\/\/tesoroandpartners.com\/wp-content\/uploads\/2022\/12\/LOGO.png\",\"contentUrl\":\"https:\/\/tesoroandpartners.com\/wp-content\/uploads\/2022\/12\/LOGO.png\",\"width\":1042,\"height\":223,\"caption\":\"Tesoro & Partners\"},\"image\":{\"@id\":\"https:\/\/tesoroandpartners.com\/#logo\"}},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/tesoroandpartners.com\/#website\",\"url\":\"https:\/\/tesoroandpartners.com\/\",\"name\":\"Tesoro &amp; 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