Education and Freedom of Religion or Belief: An Essential Relationship

James D. Holt is an associate professor of religious education at the University of
Chester (England). This post is based on a presentation given at the ICLRS
32nd International Law and Religion Symposium, 7 October 2025.

On my office shelves is a copy of the Rodin sculpture La Cathédrale, depicting two hands. I often begin presentations by asking people in the audience to try to recreate the image. What usually happens is that people try to do this by themselves but quickly find they can’t. In fact, it can’t be recreated without somebody else because it depicts two right hands. To me, the sculpture is symbolic of interfaith engagement—of the need for different, distinct entities to create engagement and relationship. But the sculpture also represents the relationship and engagement between education and freedom of religion or belief: You can’t have freedom of religion or belief without education, and you shouldn’t have education without freedom of religion or belief (FoRB).

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Two Words: Why Frank Ravitch No Longer Supports the Overturning of Employment Division v. Smith

In its landmark 1990 decision Employment Division v. Smith, the U.S. Supreme Court held that the First Amendment’s Free Exercise Clause does not require religious exemptions to neutral and generally applicable laws, even if those laws incidentally burden religious practice. Over the years, Smith has been criticized for its insensitivity and harm to religious needs and rights, particularly those of religious minorities. Frank S. Ravitch (Michigan State University College of Law) explains why he no longer supports the overturning of Smith.

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The EUCJ Ruling in Katholische Schwangerschaftsberatung v. JB and Its Impact on Ecclesiastical Labor Law in Germany

Judith Hahn is Professor of Canon Law at the University of Bonn and McDonald Distinguished Senior Fellow at the Center for the Study of Law and Religion at Emory University.

On 17 March 2026, the European Court of Justice (CJEU) issued a judgment regarding Catholic institutions in Germany and their employment relationships, in Katholische Schwangerschaftsberatung v. JB. The ruling established that a Catholic employer, in this case a pregnancy counseling office at Caritas, cannot terminate a contract of employment solely on the basis of the employee’s leaving the Catholic Church. The Court determined that such a dismissal constitutes unequal treatment, unless the employee’s church membership is a genuine, legitimate, and necessary requirement for the specific occupation. While acknowledging the right of churches to self-determination in employment matters, the CJEU determined the dismissal to be unlawful, as the employer did not generally require staff to be Catholic and had employed non-Catholics in similar roles.

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