Employment Tribunal finds that veganism is a philosophical belief

The employment tribunal in a recent case has held that veganism is a philosophical belief and therefore attracts the protection of the Equality Act 2010.

Jordi Casamitjana was dismissed from the League Against Cruel Sports after highlighting to fellow employees that the League had invested pension funds in firms involved with animal testing. Although the League Against Cruel Sports argued that Mr Casamitijana was dismissed for gross misconduct, Mr Casamitjana claimed that the decision to dismiss him was due to his ethical veganism.

The Employment Judge hearing the case has ruled that ethical veganism was important and worthy of respect and therefore should be protected in the similar fashion to employees who hold religious beliefs.

The Equality Act 2010 protects philosophical beliefs that meet certain criteria. The criteria states that the belief needs to be genuinely held and is worthy of respect in a democratic society, compatible with human rights and does not conflict with the fundamental rights of others.

Our employment team believes that this is an interesting case in world of employment law and a positive outcome for ethical vegans.

Have you been discriminated against by your employer because of your philosophical belief? Contact our employment team on 02392 98 1000.


  • Unfair dismissal
  • Wrongful dismissal
  • Redundancy
  • Unlawful discrimination
  • Harassment and victimisation
  • Equal pay
  • Unlawful deduction of wages
  • Breaches of contract
  • Protected disclosures (whistle blowing)
  • Transfer of undertaking (TUPE)
  • Settlement agreements

Sports and Football Law

  • Contracts of Employment
  • Service Agreements
  • Contractual Issues
  • Executive Departures

"Over the years, I have developed a great trust in my working relationship with Mike Dyer, Head of Commercial Law at Verisona. One of the things I value most is that he is always at the end of a phone. On the rare occasions he is unavailable, his secretary is always well informed and very helpful. Through Mike, I have met many other members of Verisona and, just like in the recruitment industry, they understand the importance of being treated like an individual. They make me feel valued and important to both them and their business. At Verisona, you always deal with real people who you know and are in a position to help. Most importantly, Verisona delivers. We recently had an urgent situation regarding the restrictive covenants of new members of staff. Employment specialist Susan Ball came in on a day off to listen to us, dissect and analyse the situation, and translate what we wanted to achieve into the best possible legal language and solution. This is just one example of the calm, efficient professionalism I have come to value from Verisona over the years. Verisona has a refreshing approach to the law. They are there when we need them, always easy to talk to, go out of their way to make sure that we understand what they are doing for us and why, and always get the best results".

Stuart Cox

Legally enforcing the tribunal award

To enforce the Tribunal award we applied to the Defendant’s local County Court for it to be registered and for permission to enforce the award.  

The Court granted the application and on the Register of Judgments, Orders and Fines.  As a result the Tribunal award would appear as a County Court Judgment which would likely affect the Defendant’s credit rating. 

Time limits for enforcing Tribunal awards

It is worth noting that there is no time restriction for registering or enforcing a Tribunal award. You can enforce one even if it is several years old.  In addition, it is usually possible to claim interest on the amount until you receive payment.

A commercial business

"Thanks for all your help on this - you've been so helpful to me in guiding and explaining everything, so just to say thank you for obviously helping represent my case but also allowing me to understand the process and giving me greater awareness of what I need to be mindful of when signing future contracts".

Former employee of professional football club

Sue was easy to deal with and offered all options available. Jane was in contact beforehand to tell me what information was needed and Sue was prepared for our meeting. I cannot praise Sue and Jane enough and would have absolutely no hesitation in reommending Sue and her team.

Mr B


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