Let me commend this event, the “Religious Freedom weekend” to be celebrated over June 11-13, 2021; details available at this website: https://www.religiousfreedomweekend.com.au . The weekend is being sponsored by Freedom for Faith, a legal think-tank supporting religious freedom in Australia which I am proud to be associated with. This is not a conference, but simply a weekend where we are encouraging believers all over Australia, and those who just support the important human right of religious freedom, to celebrate religious freedom and consider what they can do to support this right.
There is a Resource Pack outlining some current challenges, with some suggestions for prayer for churches and other religious groups. There is a call which can be sent to Members of Parliament to support proposals to protect religious freedom, especially through laws prohibiting religious discrimination. Church leaders can also email for further resources.
I think this is a great resource and encourage all those who read this blog to support it and share it with others!
I was invited to give a presentation to ministers of the Anglican Diocese of Sydney earlier this year on the legal implications of bullying in churches. The Diocese has kindly agreed that the presentation can be made more widely available. This links to the video and also has a link to a written paper to accompany the presentation.
I am presenting a paper on Feb 8, 2020 at the NCC National Conference 2020 “Strengthening Family, Faith, Freedom and Sovereignty in an ideologically hostile world”. The paper concerns the interaction between laws on “gender identity discrimination” and other basic freedoms, including freedom of speech and freedom of religion. The paper can be downloaded here:
The recent NSW decision of Passas v Comensoli NSWCATAP 298 (18 December 2019) provides an example of someone who has been penalised for “homosexual vilification” as a result of comments concerning same-sex marriage. However, it does provide clarification that merely to express disagreement with the introduction of same sex marriage does not amount to such vilification under NSW law.
An astonishing decision from an Employment Tribunal in the UK has ruled that it is acceptable to dismiss an employee because of their view that sex is biological and immutable (unable to be changed). In a preliminary ruling in Forstater v CGD Europe (18 Dec 2019; Case No 2200909/2019, Employment Judge Tayler) this view was found to be “incompatible with human dignity and [the] fundamental rights of others” (para ), and hence not a protected “belief” for the purposes of a claim of “belief”-based discrimination under the UK Equality Act 2010. While this case is not based on a religious belief, it brings into sharp focus a number of issues connected with religious beliefs and the workplace.
The Commonwealth Government has released a second version of its draft legislation dealing with religious discrimination issues, for further comment before it is formally introduced into the Federal Parliament in the New Year. There are a number of important changes from the previous drafts which in my view make it a much better package of amendments. But there are areas for improvement.
I presented a paper at a continuing legal education seminar entitled “Freedom of Religion vs Freedom of Expression: Critical Legal Issues”. A copy can be downloaded here. And yes, it mentions issues raised by the case of Mr Israel Folau!
Two cases have been highlight overseas recently where a Christian employee has been fired for declining to use the “preferred pronoun” of a person who identifies as a different gender to their biological sex. The cases illustrate that religious freedom, and free speech generally, in the workplace can be under challenge in circumstances involving “gender identity” issues. It is not clear how such cases would be resolved in Australia.