Illinois Religious Discrimination & Accommodation Lawyer

What counts as religious discrimination?

Religious discrimination happens when an employer treats you unfavorably because of your religion, religious practices, or sincerely held moral/ethical beliefs—even if you don’t belong to an organized faith. It also includes:

• Failure to accommodate reasonable religious practices (e.g., schedule changes for Sabbath/holy days, modified dress/grooming, prayer breaks, exemption from certain duties) unless the employer shows an undue hardship.
• Harassment—slurs, jokes, or a hostile environment tied to religion.
• Retaliation for requesting accommodation, reporting discrimination, or participating in an investigation.

Common examples:

• Denial of schedule swaps for Sabbath/holy days despite easy coverage
• Bans on religious attire (hijab, yarmulke, turban) or grooming (beards) without a safety/business necessity
• Punishing prayer breaks while allowing similar non-religious breaks
• “Mandatory” events conflicting with religious observance where alternatives exist
• Proselytizing or anti-religious jokes tolerated by management
• Firing/demoting after you request accommodation or complain to HR

Your rights under the law:

• Title VII (federal): Prohibits religious discrimination, requires reasonable accommodation, and forbids retaliation. 
• Illinois Human Rights Act (IHRA): Covers most Illinois employers (generally 1+ employees). Protects against discrimination/harassment/retaliation and requires accommodation. Remedies can include back pay, emotional distress damages, injunctive relief, and attorney’s fees. 
• Local Laws: Some cities in Illinois offer their own separate protection. 

We’ll analyze which path—or combination—maximizes your recovery and leverage.

The accommodation process:

1. Request: Tell your employer what religious practice conflicts with work and propose a concrete accommodation.
2. Interactive process: Employer should engage in good-faith dialogue to find a workable solution.
3. Free Speech Rights: Public employees may have additional rights under the First Amendment.  

If management stonewalls, denies without real analysis, or retaliates, speak to an employment lawyer.