Key facts of the case - The employee was a Muslim working as a security guard and tended to pray at a mosque on Friday lunchtimes, until he found he could not because the shift pattern had changed as a result of new contractual demands on the employer. The employee was offered alternative times and the opportunity to use a prayer room on the work premises, which he rejected. The employee argued that he had been discriminated on the grounds of his religion.

Main reasoning of the court - This case was brought as a discrimination case and, dismissing the employee’s appeal, the Employment Appeal Tribunal held that the lower tribunal had considered the issues correctly and made a correct assessment as to the proportionality of the employer’s actions. The employer pursued the legitimate aim of achieving the operational needs of his business.

See the decision: 2011-03-30 - Employment Appeal Tribunal, Cherfi v G4S Security Services Ltd, n. UKEAT/0379/10/DM.