This month we are covering two interesting Harassment cases, the first looks at the purpose and effect of behaviour, and the second is the case of Greasley-Adams v Royal Mail where it's confirmed that harassment takes place when the complainant becomes aware of the unwanted conduct, rather than when the conduct occurs.
The recent case of Higgs v Farmour’s School also provides a helpful guide on the nuances of the manifestation of having a religious or philosophical belief.
There’s more to discrimination on grounds of belief than you may think, and employers need to tread carefully. It is not simply protecting someone’s right to have a belief, it is also about their right to talk about and act upon their belief.
We hope this month's update is useful, and we'll see you in September.