Religious Discrimination

Your employer has to accommodate your faith unless it causes real hardship — not just because it’s inconvenient. If you were penalized for your beliefs or practices, we can help.

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What is religious discrimination?

National origin discrimination means being treated unfairly because of your country of origin, ancestry, accent, or ethnicity. English-only workplace rules, refusing to hire people with accents, or assigning worse work based on where someone’s from can all qualify. Title VII and state human rights laws prohibit it.

Most religious discrimination comes down to an employer who won’t make room for your faith.

How religious discrimination shows up at work

  • Your request for a religious holiday off is denied without a real reason

  • You’re told to remove a head covering, cross, or other religious dress

  • You’re scheduled to work during services on purpose or without care

  • You’re mocked or singled out for your beliefs or practices

  • You’re pressured to join activities that conflict with your faith

  • You’re passed over once your employer learns what you believe

Federal and state protections

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What the law says about religious discrimination

Federal

Title VII prohibits religious discrimination and requires employers to reasonably accommodate an employee’s religious beliefs and practices unless it causes undue hardship. A 2023 Supreme Court decision (Groff v. DeJoy) raised the bar employers must meet to deny a religious accommodation.

Minnesota

The MHRA prohibits religious discrimination and applies to smaller employers than federal law.

Learn more

Illinois

The IHRA prohibits religious discrimination and includes protections for religious dress and observance.

Learn more

Not sure which law applies to your situation? That’s what we figure out with you.

Accommodation

Your right to a reasonable accommodation

If If a religious belief or practice conflicts with a workplace rule, your employer is generally required to accommodate you. That might mean adjusting your schedule for a holy day, allowing religious dress or grooming, providing a space or time for prayer, or excusing you from a specific duty that conflicts with your faith.

You don’t have to belong to an organized religion for this to apply — sincerely held beliefs are protected, even if they’re uncommon.

Your employer can only refuse if the accommodation would cause undue hardship. A 2023 Supreme Court decision raised that standard: an employer now has to show a substantial burden on the business, not just a minor cost or inconvenience, to deny a religious accommodation.

If your employer refused to make room for your faith without meeting that standard, or punished you for asking, that may be religious discrimination.

What a religious discrimination case can recover, if your case is successful:

  • Back pay for wages you lost
  • Front pay for future wages
  • Reinstatement to your job (if that’s what you want)
  • Compensation for emotional distress
  • Punitive damages against the employer (in serious cases)
  • Attorney’s fees and costs

Every case is different. What you can recover depends on the facts, the law, and the employer’s conduct.

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*Prior results do not guarantee a similar outcome.

How we handle religious discrimination cases

Every case starts with a free call. We listen first. If you have a case, we tell you what it looks like — what’s likely to happen, how long it might take, what’s realistic. If you don’t have a case, we tell you that too and try to point you toward someone who can help.

On contingency, you pay nothing unless we win.

Attorneys who handle these cases

Meet the full team
Shawn Wanta, Founding Partner at Wanta Thome

Shawn Wanta

Founding Partner

Recognized among the nation’s Top 100 Civil Plaintiff and Top 10 Wage and Hour attorneys, a determined litigator fighting for workers in class and collective actions.

Admitted in MN · IL

Joni Thome, Founding Partner at Wanta Thome

Joni Thome

Founding Partner

Drawing on 25 years of representing professionals and managers, a steady advocate for employees facing discrimination, harassment, and retaliation in the workplace.

Admitted in MN

Suzanne Heywood, Attorney at Wanta Thome

Suzanne Heywood

Attorney

Driven by her own encounters with corporate unfairness, a tenacious champion focused on protecting the rights, livelihoods, and futures of hardworking professionals.

Admitted in IN · IL · MI

Luke Molvarec, Attorney at Wanta Thome

Luke Molvarec

Attorney

Forged by his background as a Marine, an unwavering defender fighting to level the playing field and secure meaningful financial recovery for unfairly treated workers.

Admitted in IL

Common questions about religious discrimination

  • Does my employer have to accommodate my religion?

    Generally, yes. Employers must reasonably accommodate sincerely held religious beliefs and practices — schedule adjustments, dress or grooming, prayer time — unless it causes undue hardship. A 2023 Supreme Court decision made it harder for employers to refuse.

  • Do I have to belong to an organized religion to be protected?

    No. The law protects sincerely held religious beliefs, even uncommon ones or those not tied to a formal church. What matters is that the belief is genuinely religious and sincerely held, not whether it’s widely shared.

  • Can I be required to work on my Sabbath or religious holiday?

    Not without accommodation. If working conflicts with your religious observance, your employer generally must try to accommodate you — like a schedule swap or shift change — unless doing so causes substantial hardship for the business.

  • Can my employer ban religious dress or symbols?

    Usually not. Religious dress, head coverings, and grooming are generally protected, and employers must accommodate them unless there’s a genuine, substantial business justification. A blanket appearance policy doesn’t automatically override your right to religious expression.

  • What if I’m mocked or harassed for my religion?

    Persistent mockery, slurs, or hostility based on your religion can create a hostile work environment, which is a form of religious discrimination. If it’s severe or ongoing and your employer failed to address it, you may have a claim.

See all discrimination FAQs

Ready to find out where you stand?

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Common questions

How much is a religious discrimination case worth?

It depends on your losses and the employer’s conduct — back pay, future pay, emotional distress, punitive damages in serious cases, and attorney’s fees. We’ll assess yours honestly once we know the facts.

How long do I have to file a religious discrimination claim?

Federal deadlines can be as short as 180 or 300 days, with different state timelines. Reach out early, since the clock starts at the discriminatory act.

Do I need to file with the EEOC first?

For most federal claims, yes. State claims may differ. We handle the filing and keep it timely.

Do I need a lawyer for a religious discrimination claim?

You can file alone, but accommodation standards, deadlines, and evidence get complicated. A lawyer helps you avoid mistakes, with no upfront cost on contingency.

Can I still have a case if I’m still employed?

Yes. A denied religious accommodation or ongoing harassment can be a claim while you’re still working.