Samenvatting

In its ruling in these prejudicial procedures, the EU Court of Justice clarifies the extent to which private employers are allowed to prohibit visual expressions of inter alia religious beliefs in the workplace. This contribution critically discusses the Court’s interpretation of the concepts of direct and indirect discrimination as well as its definition of the criteria that the employer must meet to objectively justify a difference of treatment of employees indirectly based on inter alia religion. Furthermore, it discusses the room that the Court allows in this respect for national provisions that protect freedom of religion.