Sweden has become an increasingly multicultural society where different religions and values meet. Recently, the Swedish Labour Court decided, whether a company´s policy that demands an employee to shake hand, prevent the employee´s freedom of religion or if the policy had a legitimate purpose since it was a way of achieving equality between men and women at workplace. The aim of this essay was to investigate how the court judges when the employer´s obligation not to discriminate on the ground of gender collides with an employee´s freedom of religion. In order to answer the question and achieve the purpose of this essay, the author has used a doctrinal method. By studying the current law, the author of this essay has concluded that freedom of religion is protected by European Convention on Human Rights, article 9. The right to believe is complete, and is called forum internum. The right to practice a religion through a religious manifestation, is called forum externum. This right is not complete and can be restricted. Freedom of religion has a strong legal protection, but there are situations where the right of others also must be considered. A employee has, in working life, not only rights, but also obligations towards the employer. This may imply restrictions on a employee's freedom of religion since the employer has the right to lead and distribute the work. An employer is obligated to work for an equal workplace. If the means used to achieve gender equality are appropriate and necessary, the freedom of religion in working life can be restricted.
| Identifer | oai:union.ndltd.org:UPSALLA1/oai:DiVA.org:lnu-79032 |
| Date | January 2018 |
| Creators | Andersson, Annie |
| Publisher | Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO) |
| Source Sets | DiVA Archive at Upsalla University |
| Language | Swedish |
| Detected Language | English |
| Type | Student thesis, info:eu-repo/semantics/bachelorThesis, text |
| Format | application/pdf |
| Rights | info:eu-repo/semantics/openAccess |
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