EQUALITY IN THE ASPECT OF RELIGIOUS FREEDOM IN LABOR RELATIONS

The article is analysed possibilities of employees to wear visible religious symbols in their workplace, refusion of employee to perform his/her work duties on the basis of religious beliefs, exemption of employee from performing his labor duties for the solemnization of religious rites. The author analyses wearing visible religious symbols in the workplace based on the European Court of Human Rights case Eweida and Others v. the United Kingdom. In this case ECHR judged in when the prohibition of wearing religious symbols in the workplace will be unlawful and in which situation such a prohibition will be justified. The next article's part is concerned with influence of religious beliefs on work duties. To give an answer on this issue the author uses the Ukrainian and the English case. After that the author explains the refusal of the employee to release him from performing labor duties for the implementation of religious rites should be not only adequately reasoned, but also clearly justified. The last question that author rises is: does not it violate the legal equality of religious associations to consolidate the Christmas in Ukraine on the Gregorian calendar as a public holiday? Summing up, the author states the problem of legal equality in the aspect of religious freedom in the field of labor relations should be solved both on the national and on international level.