Ethical Veganism

legal updates

Under the Equality Act 2010, religion or belief are protected characteristics.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

A tribunal has held in a claim pursued by Jordi Casamitjana, a vegan who believes in following a lifestyle which opposes the use of animals for any purpose, that ethical veganism is a philosophical belief capable of protection from discrimination.

Under the Equality Act 2010, religion or belief are protected characteristics. 
“Belief” is defined in the Equality Act 2010 as any religious or philosophical belief and includes a lack of belief. A belief need not include faith or worship but must affect how a person lives their life or perceives the world.

In the case, Mr Casamitjana was dismissed from the League Against Cruel Sports following his disclosure to employees of the charity investing in pension funds with firms associated with animal testing. The charity denies that Mr Casamitjana’s veganism was a factor in their decision to dismiss and argue that Mr Casamitjana was dismissed due to gross misconduct.

Although the tribunal is yet to rule on the fairness of the dismissal, at this stage it was concluded that veganism constitutes a philosophical belief, satisfying several requirements as established in the case of Grainger plc and others v Nicholson UKEAT/0219/09 including: 

  • it must be a genuinely held belief
  • not an opinion/viewpoint on present state of information
  • must be a belief as to a substantial aspect of human life/behaviour
  • must reach a certain level of urgency, seriousness, cohesion and importance
  • must be worthy of respect in a democratic society be not incompatible with human dignity, and not conflict with fundamental rights of others

The ruling is not to be considered a landmark ruling as it does not implement any changes in the law and it is not a binding precedent. However, the ruling acts as important guidance for employers and it is likely to impact the way ethical vegans are treated in the workplace.

For example, employers will need to consider whether cafeteria options, bathroom toiletries, uniforms, equipment and furniture are vegan friendly. 
Lawgistics Members can get employment law advice from the legal team.

Brave AgencyDriving growth in the automotive industry

Brave is an award-winning digital agency offering a comprehensive range of services aimed at helping your business grow. From rebrands and web development to marketing campaigns that get you noticed, we do it all. Since 2000, we’ve helped businesses across the automotive sector reach new heights. Could yours be next?

Katie PlemonsSolicitorRead More by this author

Related Legal Updates

Extension of Redundancy Protection for Pregnancy and New Parents

Explore the strengthened redundancy protections for new parents with significant amendments to maternity, adoption, and shared parental leave rights, effective from April 2024, ensuring enhanced job security during critical family milestones.

Changes to Flexible Working

Unveil the new landscape of flexible working rights with the Employment Relations (Flexible Working) Act 2023, now granting ‘day-one’ rights to employees and setting a precedent for more adaptable workplace practices effective from 6 April 2024.

New employment legislation effective from 6 April 2024

Enhanced employee rights, offering day-one entitlements to carer’s leave, flexible working arrangements, and extended redundancy protection for pregnant employees and those on family leave.

Wages increasing from 1 April 2024

With effect from 1 April 2024, the hourly rates of pay are…

Employment Law: Carer’s Leave

The regulations explicitly safeguard employees from any detriment or dismissal resulting from taking or seeking to take carer’s leave.

Employment Law: Annual Leave Changes

Several significant changes came into force on 1 January 2024 that affect the statutory annual leave and pay entitlements.

The office Christmas party season is here

Where an employee makes comments concerning a person’s body parts or style of dress that are intended to be good-natured but are perceived as offensive…

Get in touch

Complete the form to get in touch or via our details below:

Phone
01480 455500
Address

Vinpenta House
High Causeway
Whittlesey
Peterborough
PE7 1AE

By submitting this quote you agree to our Terms & Conditions and Privacy & Cookies Policy.

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.