Religious Discrimination Attorney
When Your Faith Becomes A Target At Work
Being singled out at work because of your beliefs can leave you feeling isolated, confused, and unsure of what to do next. When co-workers, managers, or company policies punish or exclude you because of your religion, that treatment may be unlawful religious discrimination. You do not have to sort that out alone.
At Holtz Matthews LLP, we represent people who have been harmed by workplace harassment and discrimination, including conduct tied to their faith or sincerely held beliefs. Our firm was founded on principles of justice and fairness, and we understand how personal it is to talk about religion and abuse of power in your workplace. We treat these conversations with discretion, care, and strict confidentiality.
We offer free, confidential consultations and handle these cases on a contingency fee basis. Our goal is to remove financial barriers so that you can get clear guidance before you make major decisions about your job, your career, and your future.
Call (818) 791-0555 to speak with our team confidentially.
Why Choose Holtz Matthews LLP?
When you are up against a large corporation or a biased employer, the power dynamic is skewed. At Holtz Matthews LLP, we level the playing field. Our legal team is dedicated to the principle that the workplace should be a sanctuary of meritocracy, not a place of prejudice.
With decades of experience, our team understands the sensitive nature of religious claims. We provide compassionate counsel while maintaining an aggressive stance against employers who ignore the law. Our firm has secured millions of dollars on behalf of employees like you. From the initial investigation to the final verdict or settlement, we are your steadfast advocates.
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$65M RESULT
Client was the primary witness for the Wall Street Journal expose, entitled, "Dozens of People Recount Pattern of Sexual Misconduct by Las Vegas Mogul Steve Wynn", resulting in $55 million in fines levied against the company, a $10 million fine against Steve Wynn, and his removal from the gaming industry. The Nevada Gaming Control Board also changed its rules governing gaming licensees.
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$6.8M Result
Client was harassed and manipulated by high-level casino executives and forced to facilitate trafficking of women. The matter was resolved for a high seven-figure sum.
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$2.5M Result
Client was groped and propositioned by a top-level executive of a large multi-national company. The matter was resolved for a multi seven-figure sum.
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$2.4M Result
Client who worked for highly successful celebrity was discriminated against and harassed by company. The matter was resolved for multi seven-figure sum.
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$2.1M Result
Client, a female executive for a major studio and production company, was harassed and sexually assaulted by her male superiors. The matter was resolved for a multi seven-figure sum.
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$1.3M Result
Client, a high-level female executive for a very successful privately owned apparel company, was terminated after reporting sexual impropriety by the owner. The matter was resolved for a seven-figure sum.
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$1.2M Result
Client was sexually assaulted by several men when she was a minor and then trafficked to others. The matter was resolved for a seven-figure sum.
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$65M RESULT
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$6.8M Result
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$2.5M Result
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$2.4M Result
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$2.1M Result
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$1.3M Result
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$1.2M Result
At Holtz Matthews LLP, your satisfaction is our priority! See for yourself what our clients have to say about working with us.
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"Jordan is a skilled and enthusiastic lawyer that I have had the pleasure of working closely with."I recommend Jordan to anyone who is seeking legal advice in Entertainment.Fellow Attorney in Community
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"Hard working, extremely diligent litigator"
Highest ethical and moral standards and someone who actually cares about his clients. In my experience, these are attributes often lacking from Los Angeles litigators.
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"Jordan is Extremely Helpful."We must have spoken to 7 different lawyers and Jordan had the best information and most concise plan of action. You can tell he is very knowledgeable in his field.Former Client
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"Michael is an outstanding attorney."
I have the highest regard for his capabilities.
Former Client -
"Michael is a true gem!"In the very first five minutes of our conversation about my case, it was evident that Michael is different. We hadn't even started, and Michael was on the case, so well prepared, and so familiar with every aspect of the situation. Michael's informed perspective and knowledge of the industry is clear in every assessment he makes, and his wealth of experience saved me from many potential disasters. I am truly grateful to Michael for his generosity, and for him patiently and clearly explaining the important strategic details that ensured the success of my case.Former Client
What is Religious Discrimination?
Religious discrimination occurs when an employer treats an employee or job applicant unfavorably because of their religious beliefs, practices, or observances. This includes traditional, organized religions such as Christianity, Islam, Judaism, Hinduism, and Buddhism, as well as sincerely held ethical or moral beliefs.
Discrimination can happen at any stage of employment, including hiring, promotions, job assignments, compensation, discipline, and termination. It also includes harassment based on religion or an employer’s failure to provide reasonable accommodations for religious practices.
Employers are required to treat all employees equally, regardless of religion, and must respect their rights to observe religious customs unless doing so would cause undue hardship to the business.
Common Examples of Religious Discrimination
Religious discrimination can take many forms, some of which may be subtle while others are more overt. Common examples include:
- Failure to Provide Reasonable Accommodations: Employers must reasonably accommodate an employee’s religious practices, such as flexible scheduling for religious holidays, dress code exceptions, or time for prayer. Denying such accommodations without a valid business reason may be unlawful.
- Harassment Based on Religion: Offensive comments, jokes, slurs, or hostile behavior directed at an employee because of their religion can create a hostile work environment. This includes mocking religious attire, beliefs, or practices.
- Disparate Treatment: Treating employees differently because of their religion—such as denying promotions, assigning less favorable shifts, or paying unequal wages—can constitute discrimination.
- Hiring and Firing Decisions: Refusing to hire a qualified candidate or terminating an employee due to their religious beliefs or practices is illegal under federal law.
- Dress Code Violations: Employers who prohibit religious clothing or grooming practices (such as hijabs, turbans, or beards) without a legitimate business necessity may be violating the law.
Federal Religious Discrimination Protections
The primary shield against religious bias in the United States is Title VII of the Civil Rights Act of 1964. This federal law applies to most employers with 15 or more employees and prohibits discrimination in every aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, and fringe benefits.
Under Title VII, employers have an affirmative duty to provide reasonable accommodations for an employee’s religious observances unless the employer can demonstrate that doing so would cause more than a de minimis (minimal) cost or burden on the operations of the business.
Furthermore, the Equal Employment Opportunity Commission (EEOC) enforces these laws, ensuring that workplace harassment based on religion is treated with the same severity as racial or gender-based harassment.
How to File a Workplace Religious Discrimination Claim
Navigating a discrimination claim is a complex process with strict deadlines. If you believe your rights have been violated, follow these essential steps:
- Document Everything: Keep a detailed log of every instance of discrimination. Include dates, times, locations, what was said or done, and any witnesses present. Save emails, performance reviews, and text messages.
- Report Internally: Consult your employee handbook and follow the internal grievance procedure. Reporting the issue to HR creates an official record and gives the company a chance to rectify the situation—which is often a prerequisite for a future lawsuit.
- Consult a Religious Discrimination Lawyer: Before filing formal charges, speak with Holtz Matthews LLP. We can help you determine if your case meets the legal criteria for a claim and protect you from potential retaliation.
- File an EEOC Charge: In most cases, you must file a "Charge of Discrimination" with the EEOC (or a corresponding state agency) before you can file a private lawsuit in federal court. There are strict time limits (usually 180 or 300 days) to do this.
- Litigation: If the EEOC cannot resolve the issue, it may issue a "Notice of Right to Sue." At this stage, your attorney will file a formal lawsuit to seek damages.
Compensation Available to Victims
Victims of religious discrimination may be entitled to various forms of compensation, depending on the circumstances of the case. These may include:
- Lost wages and benefits (back pay and front pay)
- Emotional distress damages
- Compensation for reputational harm
- Punitive damages (in cases of egregious misconduct)
- Attorney’s fees and legal costs
In some cases, courts may also require employers to change their policies or provide training to prevent future discrimination.
You Are note alone
How We Can Support You
Frequently Asked Questions
What qualifies as a “religious belief” under the law?
A religious belief does not need to be part of a formal religion to be protected. As long as the belief is sincerely held and relates to moral or ethical principles, it may qualify.
Can my employer deny my request for religious accommodation?
Employers can deny accommodations only if they can prove it would cause undue hardship. Minor inconveniences are not enough to justify denial.
What should I do if I experience religious harassment at work?
Report the behavior to your employer immediately and document all incidents. If the issue is not resolved, consider filing a claim with the EEOC.
How long do I have to file a claim?
You generally have 180 days from the date of the discriminatory act to file with the EEOC, though this may be extended to 300 days depending on state laws.
Can my employer fire me for refusing to work on my Sabbath?
Generally, no—provided that your request for time off is based on a sincerely held religious belief and your absence doesn't cause the company "undue hardship." If your employer could easily find a substitute or adjust the schedule but refuses to do so, you may have a claim.
What is "Undue Hardship" in a religious context?
For religious accommodations, the legal threshold for "undue hardship" was historically lower than for disability claims. However, recent Supreme Court rulings have clarified that employers must show that the accommodation would result in "substantial increased costs in relation to the conduct of its particular business."
Do I have to belong to an official church to be protected?
No. The law protects any "sincerely held" belief. You do not need to be a member of a specific mosque, temple, or church, nor do you need to prove that your belief is shared by all members of your faith.
What if I am being harassed by a coworker, not my boss?
Employers are liable for coworker harassment if they knew or should have known about the behavior and failed to take prompt and effective corrective action.
Do I need a lawyer to file a religious discrimination claim?
While not required, having a religious discrimination lawyer significantly improves your chances of success. An attorney can handle legal procedures, gather evidence, and negotiate on your behalf.
