What To Know About Religious Discrimination in California

Religious discrimination in California does not require overt hostility. A Los Angeles religious discrimination lawyer understands that it often shows up through inflexible rules, ignored requests, or quiet punishment for being different. 

If you have experienced discrimination based on religion, contact us for a free consultation and to discuss your legal options today.

What Counts as Religion Under California Law

California law interprets religion broadly. It protects not only traditional organized religions, but also sincerely held moral, ethical, or spiritual beliefs. An employee does not need to belong to a formal church or religious institution to receive protection. Personal beliefs, observances, and practices can qualify as religious if they are genuinely held. Protected religious practices may include:

• Prayer
• Dietary restrictions
• Religious dress or grooming
• Observance of holy days
• Refusal to participate in activities that conflict with religious beliefs

What Religious Discrimination Is in the Workplace

Religious discrimination occurs when an employer treats an employee unfavorably because of their religious beliefs, practices, or association with a religious group. This treatment can affect hiring, firing, promotions, scheduling, pay, job assignments, or workplace conditions. Examples of religious discrimination may include:

• Refusing to hire an applicant because of religious dress or appearance.
• Denying promotions based on religious beliefs or practices.
• Enforcing policies that disproportionately impact religious employees.
• Subjecting employees to ridicule, exclusion, or hostility based on religion.
• Penalizing employees for requesting religious accommodations.

Discrimination can occur even if the employer claims neutrality. A policy that appears neutral on its face may still be unlawful if it unfairly burdens religious employees and reasonable accommodations are available.

Religious Harassment vs. Religious Discrimination

Religious harassment is a form of discrimination. It occurs when unwelcome conduct based on religion becomes severe or pervasive enough to create a hostile work environment. This may involve repeated jokes, offensive comments, pressure to abandon beliefs, or ongoing disrespect toward religious practices. Isolated incidents may not rise to the level of harassment, but repeated conduct or conduct involving supervisors can quickly cross the legal threshold.

An Employer’s Duty to Provide Religious Accommodations

California employers have a legal obligation to reasonably accommodate an employee’s religious beliefs and practices unless doing so would cause undue hardship. This duty goes beyond simply allowing belief. It requires employers to actively explore solutions. Common religious accommodations include:

• Adjusting work schedules for religious observances.
• Allowing religious clothing, head coverings, or grooming practices.
• Modifying job duties that conflict with religious beliefs.
• Permitting time off for religious holidays

Employers must engage in a good-faith interactive process. Automatically denying a request without discussion or alternatives may violate the law. Employees are also protected from retaliation for requesting religious accommodations, reporting discrimination, or participating in investigations. Retaliation may include termination, demotion, reduced hours, schedule changes, negative evaluations, or increased scrutiny.

What Employers Often Get Wrong

Employers frequently misunderstand or misuse the concept of undue hardship. Under California law, inconvenience, coworker complaints, or customer preference rarely justify denying a religious accommodation. Employers must show that the accommodation would create significant difficulty or expense based on objective factors. Another common mistake is assuming that an employee must formally disclose religious affiliation or provide documentation. California law does not require proof beyond a sincere belief.