This article examines the protections of the expression of religious conviction in the workplace in Australia. Employees are required to participate in alternative dispute resolution before a civil court can hear their claim. Consequently, a signi cant number of claims are settled or withdrawn before hearing. This is particu- larly so in relation to the ground of ‘religious belief or activity’; the body of case law is very small.
|Number of pages||8|
|Journal||Revue de Droit Compare du Travail et de la Securite Sociale|
|Publication status||Published - 2016|
- religious belief
- employment law