José Sánchez Hernández

Igualdad de trato en el entorno laboral y neutralidad del servicio público

Introduction

igualdad de trato en el entorno laboral y neutralidad del servicio público. La STJUE C-148/22 establece precedente sobre la igualdad de trato en el trabajo y la neutralidad del servicio público. Analiza la prohibición de signos religiosos y su equilibrio con la libertad de culto.

Abstract

La STJUE (Gran Sala), de 28 de noviembre de 2023, C-148/22, ha sentado un nuevo precedente en la tesis de la laicidad positiva como garantía institucional. El pronunciamiento judicial, cuyo objeto parte de la petición de decisión prejudicial planteada por el Tribunal du travail de Liège, en la que se solicita interpretar el artículo 2.2 a) y b) de la Directiva 2000/78/CE del Consejo, de 27 de noviembre de 2000, relativa al establecimiento de un marco general para la igualdad de trato en el empleo y la ocupación, analiza la igualdad de trato en el entorno laboral y la neutralidad del servicio público, resaltando la importancia de garantizar un equilibrio entre la libertad religiosa de los trabajadores y la necesidad de preservar la neutralidad en el servicio público. La sentencia aborda la cuestión de si la normativa interna de un empleador público que prohíbe el uso visible de signos religiosos, filosóficos o políticos constituye una discriminación directa o indirecta en el sentido de la Directiva.

Review

This article, titled "Igualdad de trato en el entorno laboral y neutralidad del servicio público," presents a highly relevant and timely analysis of a pivotal legal development in European Union law. The central focus is the landmark judgment by the Court of Justice of the European Union (CJEU) (Grand Chamber) of November 28, 2023, in case C-148/22. The abstract correctly identifies this ruling as a new precedent concerning the thesis of "positive secularism" as an institutional guarantee, immediately signaling the article's engagement with a critical and evolving area of fundamental rights and public administration. The core contribution of this work lies in its in-depth examination of the CJEU's interpretation of Article 2.2 a) and b) of Council Directive 2000/78/CE, which establishes a general framework for equal treatment in employment and occupation. The article promises to critically analyze the delicate equilibrium between the religious freedom of workers and the essential requirement of neutrality in public service. Specifically, it will scrutinize whether an internal regulation by a public employer that prohibits the visible use of religious, philosophical, or political signs constitutes direct or indirect discrimination within the meaning of the Directive, a question of significant practical and jurisprudential consequence. By delving into this recent and influential CJEU decision, the article offers invaluable insights for legal scholars, public sector employers, and policymakers across Europe. Its analysis of the balance between individual religious freedom and institutional neutrality, particularly through the lens of "positive secularism," will undoubtedly clarify the legal parameters surrounding workplace policies. This work is poised to significantly contribute to the ongoing discourse on diversity, inclusion, and non-discrimination in public employment, providing a robust legal framework for understanding and implementing compliant practices within the EU.

Full Text

Comments

You need to be logged in to post a comment.