Is veganism a protected characteristic?

This is the first case of its kind and has attracted much interest from the vegan and non-vegan community alike.

A case brought by a vegan employee tests the boundaries of the Equality Act 2010.

Partner and Head of Employment and Data Protection, Chris Cook writes in HR Magazine regarding the recent case brought by Jordi Casamitjana against the League Against Cruel Sports (LACS).

Casamitjana claims he was dismissed after raising concerns that LACS invested pension funds in companies involved in animal testing. He alleges that he was discriminated against on the basis of his ethical vegan beliefs; this is veganism where the decision not to eat or use animal produce is an ethical choice rather than a health or dietary issue. However, LACS has stated that Casamitjana was dismissed for gross misconduct and failing to follow express management instructions. It vehemently denies that his dismissal was in any way linked to veganism.

Chris states that "Veganism is not a protected characteristic in its own right under the Equality Act, so Casamitjana first needs to have it recognised as such in order to succeed in his claim". 

Find out more about this first-of-its-kind case and what the next steps are. 
Click here to read Chris' article in full.

CONTACT CHRIS

If you would like more information or advice relating to this article or an Employment law matter, please do not hesitate to contact Chris Cook on 01727 798089.
Knowledge Share

SA Law's Knowledge Share | January 2019

Read the January 2019 edition: Flexible working questions answered, smart strategies for new staff & social media, plus – is Veganism a protected characteristic?

Read More
The team at SA Law LLP has ‘excellent knowledge of employment law’. Practice head Chris Cook is recommended.
The Legal 500
SA Law Work Life red mug and glasses
Stained glass window Employment SA Law
Views & Insights
Increased rights for agency and zero-hours workers

The ‘Good Work Plan’ aims to address the rights of those with atypical worker statuses, including agency workers and those on zero-hours contracts.

Read More
Stained glass window Employment SA Law
Views & Insights
Consultation into extending redundancy protection for pregnant women and new parents

New consultation for redundancy protection while on or shortly after maternity leave or shared parental leave.

Read More
Stained glass window Employment SA Law
Views & Insights
A guide to flexible working & flexible working requests

Flexible working can assist employers in attracting and retaining talented candidates and staff. Our guide covers the key questions and considerations…

Read More
Chris Cook handles the full range of employment law for both individuals and organisations. He receives particular recognition for his strong TUPE expertise.…
Chambers & Partners
Phone Box with Man in a Bowler Hat
SA Law Red arrow neon light image
Views & Insights
Google issued with £44m fine over GDPR breach

Head of Employment and Data Protection, Chris Cook, explains Google's GDPR breach that led to landmark £44 million fine.

Read More
Stained glass window Employment SA Law
Views & Insights
CEO and average worker pay gap reporting launches

Latest comment in HR Magazine: Keely explains what HR teams should know about the CEO and average worker pay gap regulations, which come into force in…

Read More
Stained glass window Employment SA Law
Views & Insights
Deliveroo riders’ lose latest challenge to their employment status

The latest development in the Deliveroo gig-economy case sees riders appeal for trade union representation denied

Read More
Stained glass window Employment SA Law
Views & Insights
Vegan takes employer to tribunal over 'philosophical beef'

Partner, Chris Cook comments on the recent tribunal over an ex-employee claiming he was sacked for being vegan.

Read More
SA Law Red arrow neon light image
Views & Insights
GDPR - 6 Months On

Partner and Head of Employment & Data Protection Chris Cook comments on the impacts of GDPR over the past 6 months.

Read More

© SA LAW 2019

Every care is taken in the preparation of our articles. However, no responsibility can be accepted to any person who acts on the basis of information contained in them alone. You are recommended to obtain specific advice in respect of individual cases.