Report on Maternity Leave and Religious Rights at Global Organic Foods

This report examines the employment relationship, focusing on key issues at Global Organic Foods (GOF) in London, specifically concerning Indi Kaur's entitlement to maternity leave and Tom Harding's policies regarding religious expression in the workplace. It identifies relevant employment legislation, including the Employment Rights Act 1996 and the Human Rights Act 1998, emphasizing the protection of employees' rights. The report analyzes case examples, such as Capita Customer Management v. Ali and Ms Eweida's case, to support the argument that Indi Kaur is entitled to maternity leave with pay and that employees like Faiza Khan and Elijah Cohen should not face discrimination based on their religious beliefs or practices. The conclusion reinforces the importance of upholding employee rights and maintaining a fair and inclusive workplace, with references to relevant books and journals.

the Employment
Relationship

Table of Contents
INTRODUCTION ..........................................................................................................................3
Case Scenario...................................................................................................................................3
Key employment issues...............................................................................................................3
Relevant employment legislation ...............................................................................................3
Relevant case examples ..............................................................................................................4
CONCLUSION ...............................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Employment relationship is merely an assemble link which is made between the
employees and the employers. This is generally the performance of work and adaptive functions
through which all the services and the work are being performed with general nature. It helps out
in analysing and the working function in all the organisational areas. It bis important to manage a
positive nature and environment by attributing and creating all the resolution and the nature that
is being made between the organisation and the people. In UK employment law there are
Equality act 2010, Employment act 1996, Human rights act which implies the protection of
rights of the employees in order to manage and govern the workplace relations. This manages the
supplemented state, territory and other general laws(Blackburn and Graca, 2021). This report
will cover some employment issues which are being faced by the Global Organic Foods (GOF),
London. Where there is needed to be identified all the key issues, relevant employment
legislation and examples.
Case Scenario
Key employment issues
 Whether Indi Kaur is entitle to get the maternity leave?
 Whether Tom Harding imply conditions as for not wearing any such thing which will
reflect religious belief at work? Whether the act of Tom Harding infringes the right to religion of its staff members?
Relevant employment legislation
In Employment Rights Act, 1996 their is been provided under section 71-73 about the
rights of the female employees in all the working organisation. All the women being working in
the company are entitle to get the maternity leave for a period of 6b months as the ordinary
maternity leave (OML) and also will get the Additional maternity leave (AML) (Pickard, 2019)
(Murphy, 2002). The female working staff can also give a notice if they are willing to change
the return date. Some of the major rights which are being given to the females at the time of
maternity implies with the regulation which are like Management of health and safety at work
regulation 1999, Maternity band Paternity leave regulations 1999 and Government ordinance
number 96 for maternity protection at work is like:
 Right to gain the maternity leave contractual terms during it other then pay.

 Right that they will return to work.
 No discrimination can be made during the maternity leave while or on return to work.
The Right to Religion is the mandatory rights which is being assigned in order to manage
and provide all the individuals the right that they will be protected from all kind of servitude.
Human Right Act 1998, Article 9. In England and Wales the Human right act aims to protect the
right of all the religion, thoughts, conscience. As all the person have the right to follow their
religion belief and they can manifest their rights for the religion by implementation and
following all the worship, teaching and observance in their life. This is majorly a absolute right
in which no interference can be made on any of the issues regarding any particular religion
(Burrell, and Emmett, 2020). All the person can wear the religious specific uniform in any of the
schools or the offices, they have right to wear any of the religious clothing or accessories in the
workplace and can also take the time or religious holiday.
Relevant case examples
Thus in these issues Indi Kaur is entitle to get the maternity leave as according to the
section 71-73 where it is been seen that all the female employees while being pregnant can have
the rights that will have all the rights and gain the leave with pay. No organisation is entitle to
breach any such rights as this will complies them to make the breach. As in the case of Capita
Customer Management v. Ali court held in the appeal that their will not be any kind of
discrimination when their the employers are being offered enhanced pay rate during the time of
maternity leave. All the statutory pay is being decided by the government in order to manage the
work and to take all as equal.
Other then this all three, Indi Kaur, Faiza Khan and Elijah Cohen should not be
discriminated on the basis of their religion and this in the Human right that every person can
manifest and propagate their religion. No organisation or the authority can stop them from
wearing any such things that will be against their religion. Even the are not allowed to stop form
wearing any such things regarded to their religious sentiments. In Ms Eweida case, court held
that their should not be breach by the European Court of Human rights and it can be
demonstrated that no person will be required and make restricted to wear any religious items and
also their breach of human right law for all the alternative affirmation in the law. Indi Kaur can

wear her traditional dress and Bindi as this was her traditional up mark whereas, Faiza Khan
cannot be prohibited to wear the haed scarf as that was her religious belief and this will not effect
her work(Grabenwarter, 2014). Same as in the case of Elijah Cohen as the Star of David he
work reflects his Jewish belief and this will be discriminatory and breach of right to religion by
Tom Harding if he infringes them to use any of this.
CONCLUSION
It is concluded from the above report that, Employment relationship is an important link
which manages the interrelations between the employers and the employees. Their is being seen
that it is important their their should not be any breach of rights of any of the employees. The
right to maternity leave is the important right in Employment law 1996 which provides that no
women can be discriminated on there pregnancy. Further more it is also analysed that, Right to
religion is an important right for all the individuals provided in article 9 of Human rights act.

REFERENCES
Books and Journals
Burrell, C. and Emmett, C., 2020. Mental Jurisdictions Health Laws from All UK. Clinical
Topics in Old Age Psychiatry, p.279.
Grabenwarter, C., 2014. European convention on human rights: commentary. Bloomsbury
Publishing.
Murphy, S.D., 2002. Terrorism and the Concept of Armed Attack in Article 51 of the UN
Charter. Harv. Int'l LJ, 43, p.41.
Pickard, S., 2019. Criminalisation and repression of young people’s political protest. In Politics,
Protest and Young People (pp. 445-466). Palgrave Macmillan, London.
Blackburn, K. and Graca, S., 2021. A critical reflection on the use and effectiveness of DVPNs
and DVPOs. Police Practice and Research, 22(1), pp.23-39.