Eweida v British Airways Plc

Eweida v British Airways Plc

The claimant failed to show that Christians as a group were placed at a particular disadvantage by the dress code. The evidence showed only a personal preference, not a religious requirement. Even if the law allowed for individual disadvantage, BA's policy was justified as a proportionate means of achieving a legitimate aim.

Parties
Appellant: Eweida; Respondent: British Airways PLC
Jurisdiction
England and Wales
Judgment Date
12 February 2010
Procedural Posture
Civil Appeal / Appeal From Employment Appeal Tribunal
Outcome
Appeal dismissed
Legal Topics
Indirect Discrimination, Dress Code Policy, Religion or Belief, Justification Defence
Employment Law Equality and Discrimination Law Indirect Discrimination Dress Code Policy Religion or Belief Justification Defence

Case Brief

Summary, issues, holding and outcome

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Parties

Eweida

Appellant

British Airways PLC

Respondent

Procedural Posture

Civil Appeal / Appeal From Employment Appeal Tribunal

Legal Issues

  1. 1 Whether BA's dress code indirectly discriminated against the appellant on grounds of religion or belief
  2. 2 Whether the requirement was justified as a proportionate means of achieving a legitimate aim

Ratio Decidendi

The claimant failed to show that Christians as a group were placed at a particular disadvantage by the dress code. The evidence showed only a personal preference, not a religious requirement. Even if the law allowed for individual disadvantage, BA's policy was justified as a proportionate means of achieving a legitimate aim.

Court Disposition

Appeal dismissed