The British Airways employee, Nadia Eweida, who won her claim against the airline for religious discrimination, has began a new employment tribunal claim against her employer for victimisation.

Back in 2006, the 69-year old BA employee, who is a Coptic Christian from South-West London, was told by her superiors at British Airways to hide her religious crucifix chain, whilst on the job. After losing an appeal, Ms Eweida took BA to the European Court of Human Rights, where they ruled that British Airways had violated their employee rights under Article 9 of European Convention on Human Rights. The article states that one of the “foundations” of democratic society is that of religious freedom, and because of this she was awarded £25,600 in costs and compensation.

 Over ten years later, she is now pursuing a fresh claim against British Airways, with accusations of victimisation and harassment, as a result of her claim against the company. Ms Eweida made a statement in relation to the new claim, stating:

It is unlawful to discriminate against anyone for their religion or belief, as well as an individual’s lack of religion or belief, in accordance with the Equality Act 2010.

In a work environment, all employees should be protected against discrimination of their religious faith or philosophical belief. This ensures that all aspects of religion and philosophy are equal, and that one employee’s faith or belief does not dominate another, including their superiors’ religion or belief.

In respect of philosophical beliefs, an individual or group must show substantial evidence of their belief system being a dominant aspect in their lives. This should also ensure that their belief does not conflict with the fundamental rights of their colleagues. The main focus areas to consider when dealing with religion or belief discrimination include: