Can an employee claim direct or indirect discrimination on grounds of religion because she feels that her employer’s behaviour is inconsistent with what she understands to be “the Christian way of life”? That was one of the issues raised in Miss M Keens-Betts v The Anthony Gregg Partnership Ltd [2017] UKET 2208102/2016.

Miss Keens-Betts, a litigant in person, did not assert that she was treated any differently or worse than a non-Christian or non-religious person would have been treated. What she argued was that her employers’ poor behaviour was of itself inconsistent with religious values and that, because her employer knew of her religious values, she was particularly vulnerable to bullying because she felt obliged to “turn the other cheek” [14]. In her words: Continue reading →