EN
HR Legal

Every beard you take

logo
Legal news
calendar 10 March 2024
globus Norway

A job applicant did not want to shave his beard as part of his religious practice. The company had not discriminated against the job applicant by hiring someone else, as the other person was better qualified.

During a job interview at a physiotherapy studio, a practising Sikh was asked if he would shave his beard. The company noted that some customers had special dress code requirements. The job applicant could not shave due to his religion.

In a follow-up email, the company again insisted that the job applicant's appearance with a turban and beard would not align with many of the customers' preferences. The company eventually hired someone else.

Knowledge is power

The Tribunal found that the job applicant had not been discriminated against based on religion because the person hired was better qualified.

Although there were clear indications that the company did not choose the job applicant because of his religion, it was not proven that the religion was given decisive weight. The job applicant had a significantly lower level of education and work experience than the person hired. However, the company did unlawfully ask the job applicant about his religion during the interview.

IUNO’s opinion

The decision illustrates that discrimination only occurs when the company has placed decisive weight on a discriminatory factor.

IUNO recommends that companies are cautious when implementing bans on religious symbols. Such bans must be justified, limited to what is strictly necessary and applied in a general and in an indiscriminate manner to all employees.

[The Anti-Discrimination Tribunal’s decision of 14 February 2024 in case 22/1129]

During a job interview at a physiotherapy studio, a practising Sikh was asked if he would shave his beard. The company noted that some customers had special dress code requirements. The job applicant could not shave due to his religion.

In a follow-up email, the company again insisted that the job applicant's appearance with a turban and beard would not align with many of the customers' preferences. The company eventually hired someone else.

Knowledge is power

The Tribunal found that the job applicant had not been discriminated against based on religion because the person hired was better qualified.

Although there were clear indications that the company did not choose the job applicant because of his religion, it was not proven that the religion was given decisive weight. The job applicant had a significantly lower level of education and work experience than the person hired. However, the company did unlawfully ask the job applicant about his religion during the interview.

IUNO’s opinion

The decision illustrates that discrimination only occurs when the company has placed decisive weight on a discriminatory factor.

IUNO recommends that companies are cautious when implementing bans on religious symbols. Such bans must be justified, limited to what is strictly necessary and applied in a general and in an indiscriminate manner to all employees.

[The Anti-Discrimination Tribunal’s decision of 14 February 2024 in case 22/1129]

Receive our newsletter

Anders

Etgen Reitz

Partner

Similar

logo
HR Legal

28 March 2025

EFTA Court: Norway can restrict hiring of temporary agency workers

logo
HR Legal

27 March 2025

Self-organiser was not a self-organiser

logo
HR Legal

27 March 2025

Police assistant was dismissed for several data breaches

logo
HR Legal

7 March 2025

Employee became liable for competitive activities

logo
HR Legal

27 February 2025

Employee was not bound by unfair non-competition clause

logo
HR Legal

23 February 2025

Employees lost stock options after termination

The team

Alexandra

Jensen

Associate

Alma

Winsløw-Lydeking

Senior legal assistant

Anders

Etgen Reitz

Partner

Cecillie

Groth Henriksen

Senior associate

Elias

Lederhaas

Legal assistant

Emilie

Louise Børsch

Associate

Johan

Gustav Dein

Associate

Kirsten

Astrup

Managing associate

Maria

Kjærsgaard Juhl

Legal advisor

Sunniva

Løfsgaard

Legal assistant

Søren

Hessellund Klausen

Partner