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Freedom of Religious Association: Towards a Purposive Interpretation of the Employment Equality Exceptions
Industrial Law Journal ( IF 1.025 ) Pub Date : 2019-12-25 , DOI: 10.1093/indlaw/dwz025
Catriona Cannon 1
Affiliation  

The exceptions to the principle of equality in employment for employers in Britain with a religious or belief ethos (or who employ personnel for the purposes of organised religion) are ambiguous in scope and lack any clear foundational principle to guide judicial interpretation. In view of the consequent risk of inconsistency in decision-making, this article addresses the question of how best to understand and interpret the exceptions. While the exceptions should be regarded as limited derogations from the equality principle, it is nonetheless important that recognition is afforded to their underlying rationale which, I argue, derives from the fundamental human rights of religious association. Though the concept of associative rights and related ideas have not featured heavily in appellate judgments on the exceptions to date, I argue that such a purposive approach to interpretation of the exceptions could assist the judiciary to reach fair, balanced and consistent decisions in this highly contested area of the law by inviting consideration of the relationships among an employer’s ethos, its employees and the religious group it serves, and by encouraging engagement with the discriminatory impacts which an exercise of these rights may entail.

中文翻译:

宗教结社自由:对就业平等例外的有目的的解释

英国具有宗教或信仰精神的雇主(或为有组织的宗教目的而雇用人员)的就业平等原则的例外范围不明确,缺乏任何明确的基本原则来指导司法解释。鉴于决策不一致的后果风险,本文解决了如何最好地理解和解释例外的问题。虽然例外应被视为对平等原则的有限克减,但重要的是承认它们的基本原理,我认为,这些原理源自宗教协会的基本人权。尽管迄今为止,在对例外情况的上诉判决中,结社权的概念和相关思想并未占据重要地位,
更新日期:2019-12-25
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