Facts
Ms Stedman, a Christian, had worked at an employment agency since 1990. From December 1991 the applicant, along with other staff, was required to work on Sundays. In the period from December 1991 to May 1992 she worked on 10 out of a total of 25 Sundays. On 27 April 1992 Ms. Stedman gave the manager one month's notice that she was no longer prepared to work on Sunday. On 7 May 1992 she was told that her contract of employment was to be amended to include Sunday as a normal working day, on a rota basis, with no enhanced rate of pay. The applicant refused to sign the new contract and said that she would continue working under her existing contract. On 4 June 1992 she was dismissed after 22 months of employment, and paid one month's pay in lieu of notice.
She claimed this was a breach of her right to freedom of religion under Art.9 ECHR. Under Art.1 the MS must secure Convention rights. She also complained of breach of her right to a family life under Art.8, because she was bound to work some Sundays, and her husband did not.
Read more about this topic: Stedman V United Kingdom