When an employee’s religious beliefs conflict with another worker’s civil rights—such as protections against discrimination based on sexual orientation, gender identity, or sex—courts must determine which right takes priority. The short answer: neither right automatically wins. Courts use a fact-specific balancing approach that considers the nature of each claim, the

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

When your sincerely held religious beliefs clash with specific job requirements, you have a legal right to request an accommodation—and your employer has a legal obligation to seriously consider it. Under Title VII of the Civil Rights Act, employers must work with you to find a reasonable solution unless they

Yes, you can request time off for religious holidays under Title VII of the Civil Rights Act, which requires employers to provide reasonable religious accommodations unless doing so would create a substantial hardship for the business. Your employer cannot force you to choose between observing your faith and keeping your

When you request a religious accommodation at work—whether for prayer breaks, dress requirements, or schedule changes—your employer has to provide it unless doing so creates an “undue hardship.” Understanding this standard is critical because it determines whether your employer can legally deny your accommodation request. Under Title VII of the