An employment tribunal has held that a belief in Scottish independence amounts to a “philosophical belief” for the purposes of UK discrimination law.

In a case brought against his former employer the Ministry of Defence, Scottish National Party councillor Christopher McEleny has successfully argued that his belief in Scottish independence amounts to a philosophical belief in respect of which he is protected from discrimination under the Equality Act 2010.

The employment tribunal, ruling in Mr McEleny’s favour, held that, whilst support or membership of a political party does not of itself amount to a philosophical belief, Mr McEleny’s fundamental belief in the right of Scotland to national sovereignty had a sufficiently similar cogency to a religious belief.

In arriving at its decision, the Tribunal paid close regard to the previous decision of Grainger plc and others v Nicholson in which a belief in climate change was held to be a philosophical belief.  In Grainger, the Employment Appeal Tribunal held that, for a belief to qualify as a philosophical belief, it must be genuinely held, be a belief and not just an opinion or viewpoint based on the present state of information available, be a belief as to a weighty and substantial aspect of human life and behaviour, have a certain level of cogency, seriousness, cohesion and importance, be worthy of respect in a democratic society and not incompatible with human dignity or in conflict with the fundamental rights of others, and have a similar status or cogency to a religious belief.

Taking the view that sovereignty and self determination are weighty and substantial aspects of human life, the employment tribunal found that Mr McEleny’s belief in the sovereignty of Scotland did meet the tests set out in Grainger.

Whilst it remains to be seen whether the case might be appealed by the Ministry of Defence, with the definition of “philosophical belief” continuing to be tested before the Courts, this latest case by Mr McEleny prompts the question as to whether a belief in (or against) Brexit, and UK sovereignty and self determination, could also be capable of amounting to a philosophical belief…

Written by

Related News, Insights & Events

Error.

No results.

Employment Law Lab

E3 Employment Law Training: how to comply with the upcoming changes to harassment law in the UK

26/08/2026


A practical employment law training webinar on how to comply with the upcoming changes to the employers' duty to prevent sexual harassment and introduction of liability for third-party harassment.

Read more
EHRC Services Code (1)

New EHRC code takes effect: legal implications for organisations

06/08/2026

This blog discusses the Equality and Human Rights Commission's new code which is taking effect and the legal implications it has for organisations.

Read more
New Harassment Laws From October 2026 Option 1 (002)

New harassment laws from October 2026: is your organisation ready?

04/08/2026

This blog outlines the upcoming changes to harassment laws that will come into force in October 2026.

Read more

Want to hear more from us?

Subscribe here Subscribe here