The possibility of leaving job as a guarantee of the protection of employee’s religious freedom? The specificity of the judgment of European Court of Human Rights on Eweida and others against the United Kingdom in the light of the established case law
Grzegorz Szubtarski
Cardinal Stefan Wyszyński University in Warsaw, , Polandhttps://orcid.org/0000-0001-6157-5391
Abstract
The article discusses the issues related to the manifestation of religious beliefs in the workplace on the basis of the case law of the European Commission of Human Rights and the European Court of Human Rights. It highlights the specificity of the judgment in Eweida and others against the United Kingdom in the light of the previous jurisprudence of the Strasbourg authorities.
In an earlier case law, the Court accepted the principle according to which the ability to opt out of work is sufficient protection for employee’s religious freedom and therefore there is no violation of the rights guaranteed by Article. 9 of the European Convention on Human Rights. Therefore the Court's case law does not adequately protected employee’s religious freedom. In the judgment in Eweida and others against the United Kingdom, the Court stated that it can not continue applying this principle and replaced it with a test of proportionality, according to which will analyze limitations imposed on the employee's in the context of the legitimate aim of the restrictions and the proportionality of the measures used for its achievements. Further application of this principle and the importance of this judgment will be seen in the light of future case law.
Keywords:
freedom of conscience and religion, religious freedom, Eweida and others, work, European Court of Human Rights, Law on ReligionReferences
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Cardinal Stefan Wyszyński University in Warsaw,
Ks. dr teologii, mgr lic. prawa kanonicznego, Al. Unii Lubelskiej 15, 20-950 Lublin
https://orcid.org/0000-0001-6157-5391License
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