South Carolina’s Lawyer forReligious Discrimination

Religious discrimination claims are not as common as claims involving race, sex, age, or disability discrimination. But when they occur, they can place employees in an impossible position: choose your job or choose your faith.

Federal law prohibits employers from discriminating against employees because of their religion. In addition, employers are often required to provide reasonable accommodations for sincerely held religious beliefs and practices. If your employer treated you differently because of your religion, denied a religious accommodation request, or retaliated against you for asserting your rights, you may have a legal claim.

At Summerlin Law, I represent employees throughout South Carolina in workplace discrimination matters, including claims involving religious discrimination and religious accommodations.

What Is Religious Discrimination?

Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees because of their religion.

Religion is broadly defined under the law. It includes traditional organized religions, but it can also include sincerely held religious beliefs and practices that may not be part of a large religious organization.

Religious discrimination can occur in many different ways. An employer may refuse to hire an applicant because of their faith, deny promotions based on religious beliefs, terminate an employee because of religious practices, or subject an employee to harassment because of their religion.

Can My Employer Deny My Religious Accommodation Request?

Sometimes.

Title VII generally requires employers to provide reasonable accommodations for an employee’s sincerely held religious beliefs unless doing so would create an undue hardship on the employer’s business.

Common examples of religious accommodations include:

• Time off for religious holidays or observances
• Schedule changes to attend religious services
• Prayer breaks during the workday
• Religious dress or head coverings
• Religious grooming practices

In 2023, the United States Supreme Court issued an important decision in Groff v. DeJoy. The Court held that employers generally must show that a requested accommodation would impose a substantial burden on the business before denying it. As a result, employers may have a more difficult time rejecting religious accommodation requests than they did in the past.

For a more detailed discussion of religious accommodations, see my articles on Religious Accommodations Under Title VII and Must South Carolina Employers Provide Religious Accommodations?

Examples of Religious Discrimination in the Workplace

Religious discrimination can take many forms. Some examples include:

• Firing an employee because of their religion
• Refusing to hire an applicant because of their faith
• Denying a reasonable religious accommodation
• Refusing to allow religious dress or grooming practices
• Requiring employees to participate in religious activities
• Making employment decisions based on religious beliefs
• Harassing employees because of their religion
• Retaliating against an employee who requests a religious accommodation

Every case is different. The fact that an employer denied a request or made a decision you disagree with does not automatically mean discrimination occurred. The specific facts matter.

What Should I Do If I Believe I Have Experienced Religious Discrimination?

If you believe your employer violated your rights, it is important to preserve evidence and act promptly.

Save relevant emails, text messages, disciplinary records, accommodation requests, and other documents that may help explain what occurred. You should also be aware that employment discrimination claims are subject to strict filing deadlines.

In many cases, employees must file a Charge of Discrimination with the EEOC within 300 days of the discrimination or retaliation before pursuing a lawsuit. Missing a deadline can jeopardize your ability to pursue a claim. [Read more: What is the Deadline to File an EEOC Charge in South Carolina?]

Speak With a South Carolina Religious Discrimination Lawyer

If you believe your employer discriminated against you because of your religion or unlawfully denied a religious accommodation request, Summerlin Law may be able to help.

I represent employees—not employers—in workplace discrimination matters throughout South Carolina. To discuss your situation, contact Summerlin Law today at (864) 278-5389 or via the Contact page.