Religious Discrimination

Laws that prohibit employment discrimination, including the Civil Rights Act of 1964, Pennsylvania Human Relations Act and New Jersey Law Against Discrimination, include protections against discrimination based on religion or creed, or lack thereof.

This includes employment decisions, like hiring, termination and promotion, and the right to be free from harassment. Employers are also required to make reasonable accommodations so that an employee may practice his or her faith.

Religious Discrimination Attorneys in Philadelphia Employment Cases

If you have faced adverse employment decisions or harassment due to your religious beliefs or because you do not have religious beliefs, then you are the victim of illegal discrimination.

A dedicated Philadelphia employment discrimination lawyer can assist you in seeking relief. At Console Mattiacci Law, LLC, we are proud to represent those who are facing or have faced discrimination on the basis of religion or creed. We have been recognized by our peers for our skill in fighting for fairness in the workplace.

Prohibition on Religious Discrimination in the Workplace

Federal, state and, in Philadelphia and some surrounding communities, local law prohibits discrimination in employment based on religion, creed or “religious creed.” This prohibits employers from inquiring about a potential employee’s beliefs, and from declining to hire them based on their answer. An employer may not terminate or refuse to promote a person based on their beliefs.

These protections also apply to atheists, agnostics, humanists and others who hold worldviews that do not include beliefs that are described as religious.

There is an exemption to the law for bona fide religious institutions, organizations, and associations, who may give preference to members of the religion with which they are affiliated.

Harassment is a form of discrimination. An employer may not create or allow an environment in which an employee is subjected to crude or mocking remarks about their beliefs. Incidents in which the employee is persistently harassed about converting to the religion of a supervisor or other employee may rise to discrimination under certain circumstances.

An employee may not be coerced into giving a religious message.

If an employee complains about religious discrimination, it is illegal for the employer to retaliate.

Reasonable Accommodations for Religious Employees

An employer may be required to make reasonable accommodations so that an employee may practice his or her religion, so long as it does not cause an undue hardship on the employer.

An accommodation may cause an undue hardship if it

  • requires the employer to carry more than ordinary administrative costs,
  • hurts efficiency for other jobs,
  • infringes on other’s benefits,
  • impairs safety,
  • forces others to carry the accommodated employee’s share of hazardous or burdensome work,
  • violates a collective bargaining agreement or seniority system,
  • or is in conflict with a law or regulation.

Reasonable accommodations may include

  • allowing short breaks to pray,
  • giving the employee a day off for an important holiday,
  • not scheduling the employee for Saturday, Sunday or another important day of the week,
  • allowing the employee to wear religious headwear or other symbols despite a uniform or dress code,
  • or making job assignments so the employee may avoid work that specifically violates his or her religious beliefs.

Console Mattiacci Law, LLC ǀ Philadelphia Attorneys for Religious Discrimination Case

It is illegal to discriminate against a person in employment choices on the basis of that person’s religion, or lack thereof. If you have been subject to discrimination, including harassment, because of your beliefs, you may have a right to monetary damages and/or injunctive relief.

At Console Mattiacci Law, LLC, we are dedicated to fighting for those who are the victims of illegal discrimination in Philadelphia, Pennsylvania, New Jersey or New York. Call us today at 215-545-7676 to schedule a consultation or contact us online.

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