FEHA and Title VII prohibit discrimination based on religion and religious creed. Protection extends to mainstream faiths, less-common belief systems, and sincerely held moral or ethical beliefs that occupy a place in the employee’s life parallel to a traditional religion.
Employers must reasonably accommodate religious practices — scheduling adjustments for Sabbath observance, grooming and dress code exceptions, prayer breaks, and time off for religious holidays — unless doing so would cause undue hardship. California’s definition of “undue hardship” is more employee-friendly than the federal standard.
Common claims include refusal to accommodate, religious harassment, discriminatory hiring or termination, and retaliation against employees who request religious accommodation.
If you believe you have been discriminated against because of your religion or religious beliefs, contact us immediately.