Religious Discrimination Attorney

Under Title VII, FEHA, and New York law, employers must reasonably accommodate sincerely held religious beliefs unless doing so would cause undue hardship. After the Supreme Court's 2023 Groff v. DeJoy decision, undue hardship requires showing a substantial burden on business operations — a higher standard than previously applied. California FEHA is even more protective, requiring accommodations that do not cause significant difficulty or expense.

No. Title VII, FEHA, and New York law protect sincerely held religious, ethical, or moral beliefs that occupy a place in your life parallel to traditional religious beliefs. This includes non-mainstream religions, personal spiritual practices, and ethical beliefs. The key question is sincerity, not whether the belief is part of an organized religion.

Employers must accommodate religious dress and grooming practices unless it causes undue hardship. California law explicitly prohibits discrimination based on religious dress and grooming (Gov. Code § 12926(q)). This includes wearing head coverings, facial hair for religious reasons, and religious jewelry. New York law provides similar protections.

Religious harassment that creates a hostile work environment violates Title VII, FEHA, and New York law. Your employer has a duty to take prompt corrective action when it knows or should know about religious harassment. Document each incident, report to HR in writing, and if the employer fails to act, contact an employment attorney immediately.