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- Written by: Mo Eldessouky — California employment trial lawyer and founder of Eldessouky Law; recognized in the Top 10 Labor & Employment Verdicts in California (2024) for his role in securing a $34.7M defamation and wrongful termination verdict against Walmart; with over a decade of proven results in cases involving harassment, discrimination, wage & hour, and other workplace violations
- Focus: Practical guidance based on California law and real case outcomes
- Recognized by: Eldessouky Law has been featured in major news publications such as USA Today and CBS News for our commitment to protecting California employees and securing significant legal victories
- Last updated: August 2024
In California, both state and federal laws protect employees’ rights to practice their religion in the workplace, requiring employers to provide reasonable accommodations for religious beliefs and practices unless it causes undue hardship. Key laws, including Title VII of the Civil Rights Act of 1964 and the California Fair Employment and Housing Act (FEHA), prohibit religious discrimination and mandate reasonable accommodations. Examples of reasonable accommodations include flexible scheduling, modifications to dress codes, time off for religious observances, and providing a private space for prayer. Employers may deny a religious accommodation request only if it poses significant difficulty or expense, known as undue hardship. If an employee’s request is denied, they should document the interaction, file a complaint with the California Department of Fair Employment and Housing (DFEH) or the Equal Employment Opportunity Commission (EEOC), and seek legal advice. Remedies for religious discrimination may include reinstatement, back pay, damages, and attorney’s fees. For assistance, contact Eldessouky Law to protect your rights.
