The Court of Justice of the European Union (CJEU) has had the opportunity to address the sensitive matter of the wearing of the Islamic headscarf in the workplace in two preliminary rulings. The result of these decisions implies that the wearing of this veil at work is, in general, neither proscribed nor always justified as a legitimate expression of religious beliefs. However, the law studied and applied deals exclusively with discrimination in the workplace on religious grounds. Nonetheless, the Islamic headscarf is only worn by (some) Muslim women (never by men). This article reviews the EU legislation and policy on equality, intersectionality and multiple discrimination to verify that gender mainstreaming does not reach the work of the Court. Only the inclusion of a feminist perspective to the application of justice, with a clear methodology, can guarantee that gender does not disappear in cases of complex discrimination.

欧洲联盟法院（CJEU）有机会通过两项初步裁决解决工作场所佩戴伊斯兰头巾的敏感问题。这些决定的结果意味着，在工作中戴这种面纱一般来说既不被禁止也不总是被认为是宗教信仰的合法表达。但是，该法律专门研究和适用了基于宗教理由的工作场所歧视。但是，伊斯兰头巾仅由（一些）穆斯林妇女（男性则不戴）戴。本文回顾了欧盟关于平等，交叉和多重歧视的立法和政策，以验证性别主流化未达到法院的工作。只有以明确的方法将女权主义的观点纳入司法适用范围，