Employees in Illinois have the right to practice their religion without fear of discrimination or punishment at work. Employers are required to provide reasonable accommodations for religious beliefs and practices, but many workers face unfair treatment when they ask for accommodations or express their faith.
This guide explains your rights, what religious discrimination looks like, how to request accommodations, and what to do if your employer refuses. If you are facing religious discrimination or denial of religious accommodations at work, contact our law firm today for help.
What Laws Protect You from Religious Discrimination?
Both federal and Illinois state laws protect employees from religious discrimination. These laws apply to hiring, firing, promotions, job assignments, pay, and workplace policies.
Title VII of the Civil Rights Act of 1964
- Protects employees nationwide from discrimination based on religion.
- Requires employers with 15 or more employees to provide reasonable accommodations for religious practices unless it would cause undue hardship.
Illinois Human Rights Act (IHRA)
- Covers all Illinois employers, even small businesses with one or more employees.
- Prohibits discrimination based on religious beliefs, customs, or attire.
Chicago and Cook County Ordinances
- Chicago Human Rights Ordinance and Cook County Human Rights Ordinance provide additional protections.
- Cover smaller employers that may not be covered by federal law.
- Apply to hiring, pay, promotions, and workplace policies.
What Counts as Religious Discrimination?
Religious discrimination happens when an employer treats an employee unfairly because of their religion or fails to provide reasonable accommodations for religious beliefs.
Examples of Religious Discrimination
- Refusing to hire or promote someone because of their religion.
- Firing or disciplining an employee for wearing religious attire (such as a hijab, yarmulke, or turban).
- Forcing an employee to work on religious holidays when accommodations could be made.
- Mocking or harassing an employee because of their religious beliefs.
- Requiring participation in religious activities as a condition of employment.
- Retaliating against an employee for requesting a religious accommodation.
If you have experienced any of these situations, you may have a valid religious discrimination claim.
What Are Reasonable Religious Accommodations?
A reasonable accommodation is a change in workplace rules, policies, or practices that allows an employee to practice their religion without causing an undue hardship to the employer.
Examples of Reasonable Religious Accommodations
- Time off for religious holidays or prayer (such as allowing Muslim employees to pray during breaks).
- Adjusting schedules to allow employees to observe Sabbath days.
- Allowing religious attire such as headscarves, beards, or crosses.
- Modifying job duties if an employee’s religion prevents them from performing certain tasks.
- Providing a private space for prayer during the workday.
If an accommodation does not significantly disrupt business operations, the employer must grant it.
How to Request a Religious Accommodation
1. Make a Written Request
- Email or write a letter to your HR department or manager explaining your religious belief and the accommodation you need.
- You do not have to prove your religion, but you should explain how the accommodation allows you to practice your faith.
Example:
“As part of my religious beliefs, I observe Sabbath on Saturdays and cannot work on that day. I am requesting a reasonable accommodation to adjust my schedule so I do not have to work on Saturdays.”
2. Provide Supporting Information (If Needed)
- Employers can ask for limited documentation, such as a statement from a religious leader.
- They cannot demand proof of church membership or question your beliefs.
3. Work with Your Employer to Find a Solution
- Employers must engage in an interactive process to determine a reasonable accommodation.
- If they deny your request, they must prove it causes an undue hardship (such as high costs or major business disruption).
What to Do If Your Employer Denies Your Accommodation
If your employer refuses to accommodate your religious beliefs, retaliates against you, or fires you, you have legal options.
1. Document Everything
- Keep copies of your request, your employer’s response, and any related emails or texts.
- Write down dates and details of any harassment or retaliation.
- If coworkers witnessed discrimination, ask them for statements.
2. File a Legal Complaint
If your employer does not correct the issue, you can file a complaint with:
- Illinois Department of Human Rights (IDHR) (for Illinois claims).
- Equal Employment Opportunity Commission (EEOC) (for federal claims).
- Chicago Commission on Human Relations (CCHR) (for discrimination in Chicago).
- Cook County Commission on Human Rights (for workplaces in Cook County).
3. Speak with an Attorney
- An experienced employment attorney can help you file a complaint, gather evidence, and negotiate a settlement.
- If necessary, your lawyer can represent you in an administrative hearing or arbitration.
What Compensation Can You Recover?
If your employer violated your rights, you may be entitled to:
- Back pay for lost wages.
- Job reinstatement if you were fired.
- Compensation for emotional distress.
- Punitive damages if your employer acted maliciously.
- Legal fees and costs.
Why You Should Take Action Now
Religious discrimination and denial of accommodations can affect your job, income, and emotional well-being. Illinois law protects your right to practice your religion at work, but you must take action to enforce your rights.
If your employer refused to provide a religious accommodation, retaliated against you, or discriminated against you, contact our law firm today. We can help you fight back, file complaints, and seek the compensation you deserve.