Reasonable Accommodation for Religious Minorities: A Promising Concept for European Antidiscrimination Law?

Bribosia, Emmanuelle; Ringelheim, Julie; Rorive, Isabelle

doi:10.1177/1023263x1001700203

Cited by 26 publications

(13 citation statements)

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“…149 Yet it merits underscoring that in the US and Canada, the duties were originally conceptualized in order to deal with religious diversity resulting from immigration. 150 Hence, duties of reasonable accommodation could certainly be extended to religion. More generally, as these duties are an inherent dimension of the right to equal treatment, being intrinsically related to duties of differential treatment and the prohibition of indirect discrimination, there is no reason in principle not to grant duties of reasonable accommodation a broader scope of application.…”

Section: Duties Of Reasonable Accommodationmentioning

confidence: 99%

A Bird’s Eye View on EU Anti-Discrimination Law: The Impact of the 2000 Equality Directives

Belavusau¹,

Henrard²

2019

German Law Journal

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The year 2000 marked the birth of EU anti-discrimination law as a field in its own right, with the adoption of two major Equality Directives. They extended the prohibition of discrimination with five additional grounds and expanded the material scope of equality regulation. Having reached its eighteenth birthday in the year 2018, EU anti-discrimination law can now celebrate its adulthood and deserves a bird’s eye exploration of its achievements, failures, and prospects. The present Article provides this exploration by zooming in on these twin Directives, as well as on the “new” grounds of discrimination planted therein, namely race and ethnicity—the grounds introduced by the Race Equality Directive—religion, sexual orientation, age, and disability—the grounds introduced by Framework Equality Directive—and the related jurisprudence of European courts. It first outlines the genesis and main stages in the development of EU anti-discrimination law, followed by a discussion of major normative and practical themes emerging in EU anti-discrimination law after 2000, such as the personal and material scope of the Directives, new forms of discrimination, mechanisms to counteract discrimination, and the proceduralization of EU anti-discrimination law.

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Section: Duties Of Reasonable Accommodationmentioning

confidence: 99%

A Bird’s Eye View on EU Anti-Discrimination Law: The Impact of the 2000 Equality Directives

Belavusau¹,

Henrard²

2019

German Law Journal

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“…Es interesante remarcar que esto no se diferencia de la forma en que los acontecimientos se dieron en Canadá, donde el deber de acomodación razonable fue introducido por primera vez por tribunales especializados en derechos humanos 126 . Posteriormente, en el ya citado caso Simpsons-Sears 127 , la Corte Suprema de Canadá confirmó ese deber y, finalmente, la ley fue modificada para incluirlo explícitamente 128 .…”

Section: Noción De Carga Desproporcionada [Disproportionate Burden] Eunclassified

La Acomodación Razonable Para La Religión en El Lugar De Trabajo en EE.UU., Canadá Y Europa. Lecciones De Esa Experiencia Aplicables Al Ámbito Latinoamericano

Vives

2017

RLDR

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1 LA ACOMODACIÓN RAZONABLE PARA LA RELIGIÓN EN EL LUGAR DE TRABAJO EN EE.UU., CANADÁ Y EUROPALecciones de esa experiencia aplicables al ámbito latinoamericano. JUAN MARTIN VIVES 1Resumen La creciente diversidad religiosa, y los correspondientes reclamos de igualdad de trato por parte de las minorías religiosas, están produciendo algunas nuevas fricciones en las sociedades latinoamericanas. El ambiente de trabajo es el escenario para muchos de esos conflictos. Esto no resulta sorprendente, ya que el trabajo y la religión son asuntos de la máxima importancia en la vida de muchas personas. Ambas esferas convergen en el lugar de trabajo, donde los individuos pasan una gran porción de sus vidas. El presente artículo examina la acomodación razonable como una herramienta para prevenir y resolver algunos de esos conflictos, específicamente cuando las prácticas religiosas de los empleados colisionan con los reglamentos y los requerimientos de los empleadores. El objetivo de la acomodación razonable es ofrecer un trato igualitario a quienes por su religión se encuentran privados del disfrute pleno de un bien socialmente accesible como es el trabajo. El autor analiza el desarrollo del deber de acomodación razonable en el lugar de trabajo tal como ha sido interpretado por la Corte Suprema de Estados Unidos, la Corte Suprema de Canadá y el Tribunal Europeo de Derechos Humanos. A continuación, se abordan las dos mayores objeciones que la noción de acomodación razonable podría enfrentar en Latinoamérica: la posibilidad de establecer con claridad sus límites, y la necesidad o no de que exista un mandato legislativo previo y expreso. En última instancia, el autor se expresa en favor de la adopción de la acomodación razonable en Latinoamérica como una herramienta para afrontar la diversidad religiosa en el lugar de trabajo, y para asegurar la igualdad real (y no meramente formal) entre todas las personas con independencia de sus creencias religiosas. Palabras Clave: acomodación razonable; derecho laboral y religión; minorías religiosas; libertad religiosa; igualdad religiosa Abstract The increasing religious diversity and the claims for equal treatment of religious minorities are producing some new frictions in the Latin American societies. The workplace is a framework for many of these conflicts. This is no to surprise, since religion and work are major areas in most people's lives. The two spheres merge in the workplace, where individuals spend a substantial amount of their lifetime. This article examines the reasonable accommodation as a tool to prevent and solve some of these conflicts, specifically when an employee's religious practices collide with the companies' rulings and standards. The

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“…In contrast, some jurisdictions have duties of accommodation that apply to other grounds, such as religion in the United States, 4 while in Canada, there is a general duty of reasonable accommodation. 5 Unsurprisingly, this has spawned an active and growing debate on whether EU law should expand the disability duty to other grounds. 6 This article argues that the options for legal reform are more refined than a simple question of whether or not to extend the disability duty to some or all discrimination grounds.…”

Section: Introductionmentioning

confidence: 99%

Adapting work to the worker

Bell

2018

International Journal of Discrimination and the Law

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The changing profile of the European workforce creates pressure to adapt the working environment in order to accommodate worker diversity, such as that related to disability, religious practice or caring responsibilities. There is an ongoing debate within equality law on the extent to which law should require employers to provide such accommodation. This article examines the rationales that justify legal intervention and maps out various ways in which EU legislation already requires employers to accommodate worker diversity. It identifies three types of accommodation duty: protective, substantive and procedural. The article argues that the debate can be enhanced by looking beyond the confines of equality law and drawing connections with a wider agenda for labour market reform. A better understanding of the different types of accommodation duty helps to expand the debate beyond a narrow focus on whether the duty of reasonable accommodation for workers with disabilities should be extended to other discrimination grounds.

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Reasonable Accommodation for Religious Minorities: A Promising Concept for European Antidiscrimination Law?

Cited by 26 publications

References 0 publications

A Bird’s Eye View on EU Anti-Discrimination Law: The Impact of the 2000 Equality Directives

A Bird’s Eye View on EU Anti-Discrimination Law: The Impact of the 2000 Equality Directives

La Acomodación Razonable Para La Religión en El Lugar De Trabajo en EE.UU., Canadá Y Europa. Lecciones De Esa Experiencia Aplicables Al Ámbito Latinoamericano

Adapting work to the worker

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