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Likewise, introducing new concepts to allow for these carve-outs would complicate the law unnecessarily. Employers already have an understanding of how to apply protections in practice, and new concepts could cause confusion. Even when such tests are met, courts and tribunals will be required to balance competing rights on the facts of a particular case. This includes the right to freedom of expression and the right to freedom of thought, conscience and religion under Articles 9 and 10 of the European Convention on Human Rights, as well as academic freedom. We can say quite clearly that any step that has a disproportionate interference with a third party’s right to freedom of expression would not be considered a reasonable step.