To rebut this presumption, the football club, as an employer, was not required to prove it had recruited persons with a particular sexual orientation, since this would interfere with the right to privacy, but could refer, for example, to equality provisions regarding its recruitment policy, or to having clearly distanced itself from the statement.
Kako bi opovrgnuo tu pretpostavku, nogometni klub kao poslodavac nije trebao dokazati da je zapošljavao osobe određene seksualne orijentacije, s obzirom na to da bi se to kosilo s pravom na privatnost, već se mogao primjerice pozvati na odredbe o jednakosti u svojoj politici zapošljavanja ili pokazati da se jasno ogradio od te izjave.