How California Protects Workers from Religious Discrimination

November 24, 2025

In California, your job should never force you to choose between your faith and your livelihood. Whether you practice a major world religion, follow smaller or less traditional beliefs, or simply hold sincere moral convictions, the law protects your right to work without being treated unfairly because of your religion. 

Yet many workers don’t realize they’re protected until something goes wrong. 
If you’ve felt judged for your beliefs, denied a schedule change, or pressured to hide your religious identity, you’re not alone. And you do have rights. 

This guide breaks down, clearly and powerfully, how California law shields you from religious discrimination and what to do if your workplace crosses the line. 

What Counts as Religious Discrimination? 

Under California’s Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act, religious discrimination happens when an employer: 

• Treats you unfairly because of your religion or sincerely held beliefs 
• Refuses reasonable accommodations for religious practices 
• Punishes you for participating in religious observances 
• Allows harassment or offensive conduct because of your faith 
• Pressures you to give up or hide your beliefs 
• Applies workplace rules in a way that burdens your religion 

Important: These protections cover all religions, including Christianity, Islam, Judaism, Hinduism, Buddhism, Sikhism, as well as smaller faiths, indigenous practices, and personal moral convictions with sincere meaning. 

You don’t need to be part of an organized or widely recognized religion to be protected. 

Common Signs of Religious Discrimination at Work 

Religious discrimination can be subtle or completely blatant. Examples include: 

1. Denying schedule changes for religious observances 

Such as refusing time off for: 

• Sabbath 
• Prayer 
• Religious holidays 
• Church, mosque, temple, or service attendance 

2. Harassment or offensive comments 

This includes: 

• Mocking religious clothing (e.g., hijab, turban, yarmulke) 
• Jokes or insults about prayer routines 
• Negative stereotypes tied to your faith 

Your employer must prevent and correct this behavior. 

3. Forbidding religious attire 

California law requires employers to accommodate religious clothing and grooming practices unless it creates an undue hardship, which is a high standard. 

Examples: 

• Hijabs 
• Turbans 
• Crucifixes 
• Head coverings 
• Beards or other religious grooming practices  

4. Retaliation for requesting accommodation 

Retaliation is illegal. This includes: 

• Cutting hours 
• Giving worse shifts 
• Taking away duties 
• Firing or disciplining you 

Simply because you asked for a religious accommodation. 

5. Forcing participation in religious activities 

Employers cannot require you to: 

• Join prayer circles 
• Participate in religious events at work 
• Follow beliefs you don’t hold 

Your faith, or lack thereof, is yours alone. 

Your Right to Religious Accommodation 

Employers must provide reasonable accommodation unless it causes significant difficulty or expense. 

Common lawful accommodations include: 

• Adjusting schedules for religious prayer or holidays 
• Allowing religious clothing, jewelry, or grooming 
• Allowing time and space for brief prayer 
• Reassigning certain job duties when possible 
• Modifying dress or grooming policies 

If it does not harm business operations in a substantial way, they must accommodate it. 

When Does a Workplace Violate the Law? 

A workplace is breaking the law if: 

• They refuse reasonable accommodation 
• They apply a rule more harshly to you because of your faith 
• They ignore complaints about religious harassment 
• They punish, demote, or fire employees for their beliefs 
• They make negative employment decisions based on religion 
• They pressure you to alter or abandon your beliefs 

What To Do If You Think You’re Experiencing Religious Discrimination 

Here’s how to protect yourself: 

1. Document everything 
   – dates, comments, emails, schedule requests, and any actions taken. 

2. Report the issue internally (if you feel safe doing so) 

3. Know that retaliation for speaking up is illegal. 
4. Contact a workers’ rights attorney. 

Every worker deserves a job where their beliefs are respected, not questioned or penalized. 

If your faith has made you a target at work, you don’t have to stay silent or endure it alone. 

At Abramson Labor Group, we fight for employees whose rights have been ignored or violated. 

Your concerns are real. Your experience matters. And we’re ready to help you take the next step. 

Start with a FREE and confidential intake evaluation today.