What is the story with declarations of incompatibility and the otherwise ostensible binding Ness of the human rights act? My understanding was always the governments couldn’t actact contrarily to HRA rights. On the other hand there is this regime of judicial so called “declarations of incompatibility” which are albeit apparently non-binding. But suppose the rights violations act 2023 grants government minister X a power to undertake a certain procedure against people that clearly violates their rights. Like for example summarily and arbitrarily summon them for immediate maiming or castration. The law grants a power to the government which is clearly in contradiction with individuals’ HRA rights, yet, it was passed into law by an act of Parliament. Suppose that Minister Alex exercises this power against citizen Bob and selects him to report to the Wapping Docks at dawn tomorrow for unanaesthetised castration. Usually it seems that Bob can apply for judicial review against such conduct of government officials, and it seems to me that usually in such cases the judicial result would be binding. So where does the conversely non-binding regime of declarations of incompatibility figure into this mix?
The UK has parliamentary sovereignty, not separation of powers Unlike, say, the United States, where the legislature, the judiciary, and the executive have co-equal power in their respective spheres, in the UK, the judiciary and the executive are subordinate to Parliament. The courts have no power to nullify an Act of Parliament for being unconstitutional like they do in jurisdictions where a written constitution gives them such a power like the USA, Canada, or Australia. The purpose of the Declaration of Incompatibility is to advise Parliament that the law they have passed contradicts the HRA and they should think about that and decide if that’s what they really wanted to do. That means that the UK Parliament could pass the Arbitrary Bollock Removal Act 2023 (ABRA) tomorrow and it would be valid law. The courts can still provide judicial review of the actions of the executive under ABRA but they cannot declare the law a nullity. That is, the Minister’s actions can be scrutinised to ensure they followed the ABRA and other established principles such as procedural fairness and, if they didn’t, declare the executive actions void. However, if they did follow the law, off come your nuts.
I don't know where you looked, but the Housing Act 2004 on legislation.gov.uk is up to date according to its header: [the] Housing Act 2004 is up to date with all changes known to be in force on or before 12 January 2023. There are changes that may be brought into force at a future date. Sections 212 to 215 fall within Part 6, Chapter 4 of the Act. With hindsight, you may be looking at an earlier version. So for awareness, if the entry's header is: green, then it is up to date. Any provisional amendments (i.e. yet to be enacted) there might be can be found using the &quot;view outstanding changes&quot; drop down option if there is one. red, then there are changes yet to be made which can be found via the &quot;view outstanding changes&quot; drop down option. blue, it's either the original version that has not had any amendments, or it's an earlier version that can be navigated to/from by selecting the the tick box &quot;show timeline of changes&quot; and the sliding calendar above the header.
if these questions and answers are found to be legally binding ... They aren’t. Therefore the premise of your question is flawed. It’s like asking “If my dog was a cat ...”. Well, since your dog isn’t a cat we don’t need to hear the rest of the question.
Here I assume from your cases that you are interested in the regulation of private activities (with human rights code etc.) instead of constitutional restraints on the government (under the Charter). The constitution only prohibits discrimination in law (or government policies) based on enumerated or analogous grounds. Which acts apply? To my understanding the Human Rights Act always apply, then more specialized acts (such as the Residential Tenancy Act, Labour law) apply depending on the context. Canada is a federal country with 10 provinces and three territories each having the powers to legislate under the constitution (for the provinces) or under federal devolution acts (for the territories). They all have different laws. And in constrast to the United States which is often thought to be less &quot;centralized&quot;, in the domain of properties and civil rights (including human rights, employment and housing etc.), the federal government in Canada cannot legislate over these areas generally but it can regulate these things in domains where otherwise belong to the federal jurisdiction (e.g. airlines, interprovincial railways, banks but not credit unions, telecoms, the postal service, the armed forces). Federal laws regulating human rights and employment like the Canadian Human Rights Code and Canada Labour Code apply only to those under federal jurisdiction. In most situations, provincial laws apply and are different for each province, including the list of protected characteristics (e.g. citizenship or suspended criminal records are not protected, at least not directly, in all provinces). So you will have to look at the law in your province of interest. Generally the human rights Code or Act should be comprehensive, but exceptions may arise in other special laws (e.g. union memberships are often protected in the Labour Code; disability accommodations may have separate laws). In general does something .... count as illegal discrimination? Another point is that discrimination is not generally illegal; you are free to buy Pepsi instead of Coca Cola. Discrimination based on protected characteristics is not necessarily illegal; a gay man can choose to have a man instead of a woman for his partner. In Canada, both federally and in each province, what is generally illegal is when individuals are adversely differentiated due to a protected characteristic in the course of providing a good, service, facility or accommodation available to the general public, or in relation to housing and employment. Even then, discrimination based on protected characteristics can be legal if certain requirements are met. These usually include employment or service requirements in good faith, programs designed to improve the circumstances of socially disadvantaged individuals and groups (&quot;affirmative action&quot;), and &quot;traditional&quot; exceptions (e.g. age-based discounts). Religious organizations can also discriminate based on their sincerely held religious beliefs, at least when they are not carrying out commercial provision of goods and services available to the general public. For example, it is not against the law for an employer to provide gender-separated bathrooms (it may even be a requirement). In many if not all provinces, it is not illegal for businesses to give child or seniors discounts. In some provinces, a landlord who will be living on the same premises with shared bathrooms and kitchens is not subject to human rights laws or have reduced burden to accommodate. Insurance companies also often have greater leeway in their business decisions, since their business model is usually and inherently built on discrimination (of risks which can correlate with protected characteristics). There are also social expectations and conditions that &quot;rank&quot; a hierarchy of grounds and circumstances (justifiably or not) which may lead to more or less scrutiny over different grounds of protection and areas of service (e.g. an insurance policy discriminating on race is socially absolutely not acceptable where discrimination due to age in insurances are acceptable and discrimination due to gender is controversial; addiction-based disability claims may also attract more scrutiny; employment and housing are considered much more important and in detail compared to retail discounts). Public policy overwhelmingly favours or at least more carefully consider claims from the traditionally socially disadvantaged groups. that applies to everyone but negatively affects a protected class more In Canada, the discrimination you are thinking of are often referred to as &quot;adverse effect discrimination&quot;, sometimes also called &quot;indirect&quot; discriminations, where a practice neutral on its face adversely impact individuals based on a protected characteristics. It is not necessarily separately or explicitly spelled out, but results from the purpose of human rights legislations. The Code aims at the removal of discrimination. This is to state the obvious. Its main approach, however, is not to punish the discriminator, but rather to provide relief for the victims of discrimination. It is the result or the effect of the action complained of which is significant. If it does, in fact, cause discrimination; if its effect is to impose on one person or group of persons obligations, penalties, or restrictive conditions not imposed on other members of the community, it is discriminatory. Ont. Human Rights Comm. v. Simpsons-Sears, 1985 CanLII 18 (SCC), [1985] 2 SCR 536 But not all policies that cause disproportionate impacts are necessarily illegal. Insurance rates based on postal codes may discriminate against areas where a racial, ethnic, religious, age etc. group concentrates. But it can be justifiable as a reasonable good faith business requirements if the discrimination is based on an objective, reasonable criteria (e.g. flood risks or claim rates). The extent that a protected characteristic is relevant to the impacts must be considered. An arbitrary, artificial, stereotypical policy are more likely to be illegal than a considered, reasoned, well-founded one. Does intent matter? A discriminatory practice is &quot;objective&quot; and a good or neutral intent does not prevent a practice from being illegal discrimination. However, evidences of intent of discrimination are often illegal discrimination in itself and in any case, they can be used as evidences to prove discrimination cases and undermine the on-the-face neutrality of an action in question. Malicious intent or lack of can also be relevant in determining appropriate damages awarded to the complainant. Newfoundland and Labrador for example makes this explicit in their human rights law: Discrimination in contravention of this Act does not require an intention to discriminate. Human Rights Act, 2010, SNL 2010, c H-13.1 But the reasoning has been established by the Supreme Court going back at least to 1985 and apply to the interpretation of all human rights codes in Canada (unless an intent is specifically required): The intent to discriminate is not a governing factor in construing human rights legislation aimed at eliminating discrimination. Rather, it is the result or effect of the alleged discriminatory action that is significant. The aim of the Ontario Human Rights Code is to remove discrimination ‑‑ its main approach is not to punish the discriminator but to provide relief to the victim of discrimination. Ont. Human Rights Comm. v. Simpsons-Sears, 1985 CanLII 18 (SCC), [1985] 2 SCR 536 However, intent or reasons also matter for the proper course of remedy. If a policy that is neutral on its face causes adverse effects on individuals due to protected grounds, it must be eliminated if there is no rational reason for the policy to exist. A neutral policy that are genuinely established for proper business reasons is also not illegal if upon request reasonable accommodations to the requirements are provided or attempted to the point of undue hardship. In general, human rights laws impose a duty to accommodate upon persons subject to them like service provides, employers or landlords so that actions are taken, if possible, reasonable and not posing an undue hardship to the provider, to to eliminate or reduce the negative impact an individual suffers due to a protected characteristic. I heard some residential leases prohibit any open flames including candles. Since many religions use candles, wouldn't this be an illegal form of discrimination of a protected class? Or does that not apply because the rule is applied to everyone equally. The first step is to determine whether using candles are in fact part of a sincere religious practice, the hindering of which would violate the rights of the believer. Simply liking the scent of candles when they read the Book is likely not enough to establish that the freedom of religion would be violated. Lighting Shabbat candles on the other hand is much more likely to be recognized as a religious practice. If a discrimination practice is established at first view, the landlord would need to justify its decision, e.g. fire safety. It is not exempt just because &quot;the rule is applied to everyone equally&quot;. If the reason for the discrimination is justifiable and reasonable accommodation is not possible, it is not illegal. Conformation to e.g. legal requirements like fire or health and safety codes is often a defence for private individuals (though the complainant may raise claims against the government). However, a duty to accommodate (to a reasonable extent) still exists, e.g. the landlord may need to consider the tenant in priority for similar properties under its constrol that allow open flames (if available). IIRC they came out with a gaming console that had a video camera to monitor the user's movement. It didn't register well for people with dark skin (e.g. black). Like said above, adverse effects based on protected grounds can be illegal discrimination and can give rise to a duty of accommodation. But this case is more tricky and I didn't find any clear case law on similar situations. It would depend on if the company did all it commercially reasonably could do to eliminate or reduce the impacts. A physical limitation caused by hardware (e.g. filter lenses) may be more easily justified than a lack of darker-skinned training samples in their statistical learning algorithm. Even if a successful discrimination claim is established, the damages may also be limited in this context (but an automatic system that decides on home mortgages and are discriminatory unjustifiably can lead to significantly more damages).
This is the cited article. Thankfully, the interviewee provided a scan of the police letter he received, so the rest of this question is relatively easy to answer. He was specifically charged with Störung der öffentlichen Ordnung (lit. Disturbance of the public order) persuant to &sect;&nbsp;81(1) of the Sicherheitspolizeigesetz, which reads (after putting it through Google Translate): Who by a behavior that is likely to arouse legitimate annoyance, disturbs public order, commits an administrative offense and is punishable by a fine of up to 500 euros, unless the behavior is justified, in particular by the use of a constitutionally guaranteed right , In the event of aggravating circumstances, instead of a fine, imprisonment can be imprisoned for up to one week, or up to two weeks for repeated offenses. This law is almost certainly constitutional as it specifically allows exercise of constitutional rights. Note this also includes human rights, as Austria has included the European Convention on Human Rights as part of its constitution. Given that, I'm guessing if the interviewee had wanted to, he would have had a decent shot at having this charge dismissed.
What discrimination? As explained in Conflict between a religious belief that accounts for the existence of transgender people vs. one that doesn&#39;t the Constitutional protection of the Free Exercise Clause applies to the exercise of a deeply held belief (religious or not). So, let's accept that a person believes that certain sexual practices or gender identity is morally repugnant for whatever reason and that belief triggers the Constitutional protections. That means, that the person cannot be forced to engage in those sexual practices or adopt a different gender identity. It does not mean that they have a licence to discriminate against people who do in a work or public environment - they can, of course, choose to avoid such people in their private life. Alternatively, if the person believes that they are required by their faith to discriminate on the basis of those characteristics then such a belief does not get Constitutional protection as it is now affecting the rights of others. In the same way that someone who believed in human sacrifice would not get Constitutional protection.
Congratulations, intrepid legal enthusiast or learner! What you'll need A legal dictionary, especially if you're just getting started. If you don't own one, you can try Black's Law Dictionary A little bit of patience and time. Or maybe a lot, depending on the particular case and the particular question you're trying to answer. Maybe a normal dictionary, too. Again, if you don't own one, there's plenty online. Onelook is a dictionary search engine, so it'll search a lot of dictionaries at the same time. Okay, I've got those things, now what? Alright, there's a few things you should know. Firstly, decisions of superior courts are binding only on those inferior courts within the same hierarchy. This means that you can appeal to a higher court so long as it has appellate jurisdiction. Generally, a state (meaning a country) will have a supreme or highest court, with appellate jurisdiction over all other courts - in Australia, this is the High Court of Australia, in the United States, this is the Supreme Court of the United States, and in the United Kingdom, this is the Supreme Court of the United Kingdom. Secondly, decisions of a court are generally binding only on the matter in dispute. For example, if in a case, the matter of whether the police owe a duty of care to citizens in detecting crime, a comment on whether the police had correctly parked their vehicle is not binding - it is called obiter dictum (plural obiter dicta). What we're looking for in a judgement is the ratio decidendi (plural rationes decidendi), which is the reason for the decision. This is what is binding, and would be considered in future decisions. The problem? It's not always easy to tell the ratio from the obiter. Finally, often, the only way to know whether our interpretation of a case is right is to see whether it is applied in a future case, or overruled. Examples, examples! Sure. Let's try something easy to start with. Do product manufacturers owe a duty of care to their customers? Yes. The decision in Donoghue v Stevenson [1932] UKHL 100 found that product manufacturers - in this case, a ginger beer manufacturer - have a duty of care to ensure their products are safe for use or consumption. Lord Atkin said: The answer seems to be – persons who are so closely and directly affected by my act that I ought reasonably to have them in contemplation as being so affected when I am directing my mind to the acts or omissions which are called in question. Okay, so the answer to this question is yes. How do I verify it? Get the source of the judgement. Without this, you're going to be relying on hearsay. The next best thing is a subsequent judgement that applies the one you're looking for, because if the judgement says what it's supposed to, it'll be mentioned in the subsequent judgement. I've found this one. Decide whether the matter in dispute is actually being decided. In our case, it is. But if I was quoting this from a judgement on whether product manufacturers have an obligation to transfer title for goods supplied on a credit agreement, it wouldn't be binding. Find the quote. If you've been given a quote. Otherwise, grab a cup of tea or coffee and get ready to read. A lot. If you can't find something that says, or means, what it's supposed to, it's probably not accurate. Make sure the judgement hasn't been overruled This is tricky, unless the judgement database you're using has a way of searching it. Most do. In any case, it's much like trying to prove a negative. In fact, it's exactly that. But always check whether the judgement has been overturned on appeal. Make sure the judgement hasn't been obsoleted by statute Again, this is tricky. It's proving a negative, again. And trying to find statute might be an answer for another time. Is that it? Pretty much, I think. These are at least the main points. There's a whole laundry list of things you shouldn't do with judgements, but they're more about reasoning than legal principles. It's a skill you can really only develop by using, and I'm constantly practising myself. Many discussions about cases are precisely about what their effect is. Yes, the decisions and orders are usually pretty clear-cut - for example, the decision is that the manufacturer has a duty of care, and the orders are for damages and costs to be paid. But what it means beyond that can be murky. Luckily for us, judges have become better at writing their judgements so that others can understand. Also, for more important cases, where the entire country, or world, is watching, others will interpret it for you - consider Obergefell v Hodges, for example. Not everyone can be trusted, but everyone, taken together, is a much more trustworthy source than just one person. In the end, there's not a mathematical formula for determining what judgements mean. There's some interpretation involved, some judgement. There's not always going to be one judgement that's enough to prove your matter. I'm struggling to end this post neatly so I'll just finish it with a cliff-
There is no &quot;different legal procedure&quot; for challenging the constitutionality of a law. The only way to do so is through the process that this question contemplates: to argue that the law is unconstitutional in a civil or criminal trial. Whether the law bears directly on the matter at trial or only on ancillary matters such as discovery, the court has the power to find the law unconstitutional and to issue orders accordingly. The extent to which such a ruling binds other courts depends on which court issues the ruling.