Cherfi v G4S Security Services Ltd

This case concerned a security guard. The employer’s client required all security officers to remain on site throughout their shifts. The guard, who was Muslim, was refused permission to leave the site in the middle of the day to travel to Friday prayers at a mosque. A prayer room was provided on site and he had the option of working days other than Fridays. Cherfi claimed indirect religious discrimination on the basis that his employer’s requirement for him to remain on site amounted to a provision, criterion or practice that put him at a disadvantage as a practicing Muslim.