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Northern Ireland
Dealing with Extreme Political Views
Published on: 17/11/2022
Issues Covered:
Employee Engagement
Article Authors The main content of this article was provided by the following authors.
Seamus McGranaghan Director – Commercial, Education, Employment & Licensing, O'Reilly Stewart Solicitors
Seamus McGranaghan Director – Commercial, Education, Employment & Licensing, O'Reilly Stewart Solicitors
Seamus mcgranaghan 2021
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Seamus McGranaghan qualified as a Solicitor in O'Reilly Stewart Solicitors in 2003 and is an experienced Commercial Lawyer dealing with employment, commercial and education cases.

He has experience in the Industrial Tribunal representing both Claimants and Respondents and has provided seminars in relation to particular areas of employment law. Seamus is the only member of the Education and Law Association in Northern Ireland. He specialises in advising schools and colleges on policy matters, employment issues and student welfare. He is also responsible for the Education Law Quarterly Review.

In addition to having contributed at Legal Island’s Education Updates since 2010, Seamus in association with Legal Island provides a live “Employment Law @ 11” webinar on the first Friday of each month, dealing with all aspects of Employment law affecting Northern Irish employers.

So let's get to some awkward issues then, Seamus. I stumbled across this question on an HR forum. I think it may well have been on the CIPD actually. So the person asked, "It has been brought to my attention by a concerned employee that we have a member of staff who has extreme political views. The individual regularly expresses and discusses his views around anti-Semitism, white supremacy, racism, and homophobia with his peers, and he is understandably making them uncomfortable. How do I handle it?"

This struck me because we are seeing a lot of cases coming out in England around this idea of philosophical beliefs being tantamount to religious beliefs. Obviously, England has the Equality Act. We don't.

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Disclaimer The information in this article is provided as part of Legal Island's Employment Law Hub. We regret we are not able to respond to requests for specific legal or HR queries and recommend that professional advice is obtained before relying on information supplied anywhere within this article. This article is correct at 17/11/2022
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