In diverse workplaces, employees often bring their faith to work through religious attire or grooming practices. Whether it’s a hijab, turban, yarmulke, beard, or specific hairstyle, these expressions of belief are protected under federal law. Yet, conflicts still arise when employers restrict appearance or impose uniform policies. Understanding when such restrictions cross the line into discrimination is crucial for both employees and employers.
What the Law Says
Under Title VII of the Civil Rights Act of 1964, employers are prohibited from discriminating against employees based on their religion. This protection extends beyond hiring and firing—it includes workplace policies, schedules, and dress codes. The Equal Employment Opportunity Commission (EEOC) enforces these laws and provides guidance on handling religious accommodations.
According to EEOC guidelines, an employer must reasonably accommodate an employee’s sincerely held religious beliefs or practices, unless doing so would cause an undue hardship. An undue hardship means more than a minor inconvenience. For example, a slight cost increase or coworker discomfort usually does not qualify.
Courts look closely at whether an employer made a good-faith effort to accommodate. Denying an accommodation without exploring alternatives often signals discrimination. Employers should remember that neutrality—such as enforcing a “no-headwear” rule—can still have a discriminatory impact if it prevents individuals from expressing their religious beliefs.
Hidden Forms of Religious Discrimination
Religious discrimination isn’t always easy to spot. Sometimes, it appears that rules, which seem fair, actually harm certain groups. For example, a grooming policy banning beards can unfairly affect Muslim or Sikh employees.
Refusing to hire someone who wears a hijab or yarmulke because it doesn’t “fit the company image” also breaks federal law. Title VII of the Civil Rights Act protects workers’ right to express their faith through clothing or grooming.
In one Supreme Court case, a store refused to hire a Muslim woman because her hijab didn’t match its dress code. The Court ruled this was discrimination. Even though she didn’t ask for an exception, the company should have recognized the hijab as religious and discussed options before rejecting her.
Discrimination can also happen after hiring. Teasing or pressuring someone to change their religious clothing is harassment. Employers must stop this behavior once they become aware of it—or they may face legal consequences.
Requesting and Implementing Religious Accommodations
For employees, the process begins with communication. You don’t need a formal letter to request an accommodation, but a clear, written explanation helps create a record. State what you need and why your faith requires it—for example, wearing a head covering, maintaining a beard, or taking prayer breaks.
Once notified, employers must explore ways to meet that need without causing undue hardship. They can ask clarifying questions, but shouldn’t challenge the validity of the belief. Instead, they should focus on finding solutions—such as adjusting dress codes, modifying schedules, or allowing alternative uniforms.
Flexibility is key. For example, an employee who wears long skirts for religious reasons might work safely by wearing a longer company-approved apron. Employers can also train supervisors to handle requests respectfully and avoid snap judgments based on appearance.
When employers evaluate hardship, the EEOC expects more than vague claims of “customer discomfort” or “team disruption.” Employers must show specific, practical reasons why the accommodation would be unworkable. If a reasonable solution exists, they should implement it promptly.
Building a Respectful Workplace
Religious expression in the workplace doesn’t have to create conflict. In fact, inclusive policies often lead to greater trust and productivity. Employers can prevent discrimination by updating their dress and grooming rules, offering diversity training, and encouraging open dialogue.
Employees who understand their rights can better advocate for themselves and others. When issues arise, they should document conversations and contact an employment law attorney for guidance. Acting early can prevent greater losses and preserve workplace harmony. At the same time, managers should view accommodation requests as opportunities—not burdens. By responding thoughtfully, they can strengthen their company’s culture and reputation.
Respecting religious dress and grooming is not just a legal duty. It reflects a deeper commitment to equality, dignity, and mutual understanding in every workplace.
If you’ve been the victim of discrimination at work because of your religious dress or grooming, call Pankey & Horlock today for a consultation with a skilled employment lawyer.