The ministerial exception is a constitutional doctrine that prevents employees of religious organizations from pursuing employment discrimination claims when their jobs involve religious functions. If you work for a church, religious school, or faith-based organization in a role that involves teaching, leading worship, or otherwise carrying out the organization’s religious

Yes, you generally have the right to wear religious attire and follow faith-based grooming practices at work. Under federal and New York law, employers must accommodate religious dress and grooming unless doing so creates an undue hardship. This includes head coverings such as hijabs and turbans, religious jewelry such as

Yes, federal law explicitly protects atheists and employees with non-religious beliefs from workplace discrimination. Title VII of the Civil Rights Act of 1964 protects not only people who belong to traditional organized religions but also individuals who hold sincerely held ethical or moral beliefs—including those who reject religion entirely. The

Federal and New York law protect a surprisingly broad range of religious beliefs in the workplace—far beyond traditional organized religions. Under Title VII of the Civil Rights Act and state protections, employers must accommodate sincerely held religious, ethical, or moral beliefs unless doing so creates an undue hardship. This includes

Yes, proselytizing at work is generally legal—but that right has limits. Title VII of the Civil Rights Act protects employees who wish to discuss their faith with coworkers, while simultaneously protecting other employees from unwanted religious pressure. The key distinction lies in whether your religious expression crosses the line from