This map provides information on state-level employment protections against religious discrimination in the workplace, including instructions for filing complaints.
Be sure to verify all deadlines and other requirements with the relevant agency/office in your state.
Summary of Federal Protections:
- Protection: Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against individuals because of their religion in employment. The Act also requires employers to reasonably accommodate the religious beliefs and practices of applicants and employees, unless doing so would cause more than a minimal burden on the operation on the employer's business.
- Religious Accommodations: Accommodations for religious practice are required under federal law. States that require accommodations for religious practice generally follow similar guidelines but may have some variations. Consult the relevant State agency for more information about state requirements.
- Relevant Federal Office: U.S. Equal Employment Opportunity Commission (EEOC). The EEOC enforces Title VII of the Civil Rights Act. Once you submit an initial inquiry and you are interviewed, if eligible, a formal Charge of Discrimination can be completed online. In general, individuals need to file a charge of discrimination within 180 calendar days from the day the discrimination took place. However, this 180-day filing deadline is extended to 300 calendar days if a state or local agency enforces a law that prohibits employment discrimination on the same basis (religion/creed). Figuring out how much time you have to file a charge with the EEOC is complicated. If you aren't sure how much time is left, you should contact one of the EEOC's field offices as soon as possible so they can assess whether you still have time.
- To determine if your state enforces a law that would extend the filing deadline with the EEOC, reference the state-by-state map.
- Federal and State Dual Complaint Filing: For most states, if you file a charge with the EEOC or a state agency that enforces laws prohibiting employment discrimination (also known as a Fair Employment Practices Agency or FEPA), the charge will automatically be filed with the other agency. This process, which is defined as dual filing, helps to protect charging party rights under both federal and state or local law. You can check with your state to see if it has a worksharing agreement with the EEOC and uses dual filing to process complaints of discrimination.
Alabama
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | No | N/A | N/A |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The Alabama Religious Freedom Amendment (ARFA) generally protects religious liberty in Alabama, including in some employment contexts. Executive Order 773 outlines how ARFA protects religious freedom. There is no private right of action to enforce these protections, constituents must contact the relevant executive-branch agency to complain. | Ala. Const.1901, Art. I, § 3.01. |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Contact the applicable state executive-branch agency |
Alaska
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | Alaska law prohibits an employer or labor organization from discriminating on the basis of religion. | Alaska Stat. Ann. § 18.80.220 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | The Alaska State Commission for Human Rights | The Alaska State Commission for Human Rights is the agency that enforces Alaska civil rights law. Complaints must be filed within 300 days of the act alleged to be discriminatory. | Filing a Complaint with the Alaska State Commission for Human Rights |
Arizona
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | Arizona law prohibits employers, employment agencies, labor unions, and apprenticeship programs from discriminating on the basis of religion. There is an exemption which allows a religious “corporation, association, educational institution or society” to employ individuals of a particular religion. | Ariz. Rev. Stat. Ann. § 41-1462;1463 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The Arizona Religious Freedom Restoration Act generally protects the free exercise of religion from government interference. Any state action that burdens religious freedom must be the least restrictive means to further a compelling government interest. The Arizona RFRA provides for a private right of action. | Ariz. Rev. Stat. Ann. § 41-1493.01 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Arizona Attorney General | The Arizona Civil Rights Act is enforced by the Civil Rights Division of the Attorney General's Office. Complaints must be filed within 180 days of the alleged act of discrimination. | Civil Rights Intake Questionnaire | Arizona Attorney General |
Arkansas
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Arkansas Civil Rights Act of 1993 protects the right to “obtain and hold employment” without discrimination on the basis of religion. The law contains a blanket exemption for “a religious corporation, association, society, or other religious entity.” The Act also specifies that employers need not accommodate religious observance or practice if such an accommodation would present an “undue hardship” for the employer's business. | Ark. Code Ann. § 16-123-107; 16-123-103 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | Arkansas' Religious Freedom Restoration Act generally protects the free exercise of religion from government interference. Any state action that burdens an individual's religious freedom must be the least restrictive means to further a compelling government interest. The Arkansas RFRA provides for a private right of action. | Ark. Code Ann. § 16-123- 404. |
| Relevant state office(s) for fair employment practices/EEO/civil rights | The Arkansas Civil Rights Act has no state enforcement mechanism. There is a private right of action, which must be exercised within 1 year of the alleged discrimination or within 90 days of receiving a “Right to Sue” letter from the EEOC, whichever is later. |
California
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The California Fair Employment and Housing Act (FEHA) prohibits discrimination on the basis of religion by any employer, labor union, training, apprenticeship, or work experience program (paid or unpaid). California law contains specific protections for religious dress and grooming practices. Regulations implementing the FEHA require employers to provide reasonable accommodations for religious practice. | Cal. Gov't Code § 12940 Cal. Code Regs. Tit. 2, § 11062 (2 CA ADC § 11062) |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | California Civil Rights Department | The California Civil Rights Department (CRD) receives and investigates complaints of employment discrimination. Complaints must be received within 3 years of when the harm occurred. If you do not wish to use CRD's investigation process you may file a lawsuit on your own after obtaining a Right to Sue letter from CRD. | How to File a Complaint | CRD |
Colorado
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Colorado Anti-Discrimination Act (CADA) prohibits employers, employment agencies, and labor organizations from discriminating on the basis of religion in employment. Employers must reasonably accommodate the religious practices of employees unless doing so would present an undue hardship. There is an exemption which allows any “religious corporation, association, educational institution, or society” to hire individuals of a particular religion for “work connected with the carrying on ... of its activities.” | Colo. Rev. Stat. Ann. § 24-34-402 3 Colo. Code Regs. § 708-1:50.1 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Colorado Civil Rights Division | Complaints of employment discrimination must be filed with the Division within 300 days of the alleged act of discrimination. Individuals must first file an intake form with the Division. The intake form does NOT constitute a formal complaint, and complainants should file this form well in advance of the 300-day complaint deadline. Once the intake form is filed the Division will assist in drafting a formal complaint if it determines that it has jurisdiction. | Colorado Civil Rights Division |
Connecticut
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Connecticut Fair Employment Practices Act prohibits any employer, employment agency, or labor organization from discriminating against an individual on the basis of religious creed. Connecticut law separately prohibits any state agency from discriminating against state personnel on the basis of religious creed. | Conn. Gen. Stat. Ann. § 46a-60 Conn. Gen. Stat. Ann. § 46a-70 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The Connecticut Act Concerning Religious Freedom generally protects an individual's free exercise of religion from government interference. Any state action that burdens religious freedom must be the least restrictive means to further a compelling government interest. The Act provides for a private right of action. | Conn. Gen. Stat. Ann. § 52-571b |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Commission on Human Rights and Opportunities | The Commission receives and processes complaints of employment discrimination. Complaints must be filed within 300 days of the alleged discrimination. Complainants can either submit an Inquiry form – which is NOT a formal complaint – or contact a regional office to begin the complaint process. |
District of Columbia
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The DC Human Rights Act (HRA) prohibits any employer, employment agency, or labor organization from discriminating against individuals based on their religion. The HRA explicitly requires employers to provide reasonable accommodations for religious observance unless providing such an accommodation would impose an undue hardship on the employer. | D.C. Code Ann. § 2-1402.11 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | DC Office of Human Rights | The DC Office of Human Rights (OHR) accepts and investigates claims of employment discrimination in the District. Complainants must complete and file the Intake Questionnaire with OHR within 1 year of the alleged discrimination. | Employment Intake Questionnaire Form | ohr |
Delaware
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | Delaware law prohibits employers, employment agencies, and labor organizations from discriminating against an individual on the basis of religion. Reasonable accommodations for religious practice must be provided, unless the employer can show it would impose an undue hardship. | Del. Code Ann. tit. 19, § 711 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Office of Anti-Discrimination, Delaware Department of Labor | The Delaware Department of Labor, Office of Anti-Discrimination, accepts complaints of employment discrimination. Complaints must be filed within 300 days of the alleged discrimination. Complainants can submit the Discrimination Intake Form either by mail or email. | File a Charge - Delaware Department of Labor |
Florida
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Florida Civil Rights Act prohibits employers, employment agencies, and labor organizations from discriminating against an individual on the basis of religion. Reasonable accommodations for religious practice must be provided, unless the employer can show it would impose an undue hardship. | Fla. Stat. Ann. § 760.10 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | Florida's Religious Freedom Restoration Act generally protects the free exercise of religion from government interference. Any state action that burdens religious freedom must be the least restrictive means to further a compelling government interest. Florida law provides for a private right of action. | Fla. Stat. Ann. §§ 761.01, et seq. |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Florida Commission on Human Relations | The Florida Commission on Human Relations accepts complaints of employment discrimination within 365 days of when the alleged discrimination occurred. If the Commission finds reasonable cause to believe a violation occurred, the Complainant may bring a civil action or request an administrative hearing. | Employment — Florida Commission on Human Relations |
Georgia
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Georgia Fair Employment Practices Act protects only public sector employees in Georgia from discrimination on the same bases as Title VII, including on the basis of religion. All other employees in Georgia are still protected by Title VII, if their employer is covered, but there is no state law in Georgia prohibiting religious discrimination in the private sector. | Ga. Code Ann. § 45-19-21 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | Georgia's Religious Freedom Restoration Act generally protects the free exercise of religion from government interference. Any state action that burdens religious freedom must be the least restrictive means to further a compelling government interest. Georgia law provides for a private right of action. | Ga. Code Ann. § 50-15A-1 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Georgia Commission on Equal Opportunity | The Equal Employment Division enforces the Georgia Fair Employment Practices Act. If you are an applicant or employee of the Georgia State government, you can file a complaint with the Commission. Private sector employees who believe they have been discriminated against on the basis of their religion should contact the U.S. Equal Employment Opportunity Commission. | Equal Employment Division | Georgia Commission on Equal Opportunity |
Hawaii
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | Civil rights laws in Hawaii prohibit employers, employment agencies, and labor organizations from discriminating against an individual on the basis of religion. Reasonable accommodations for religious practice must be provided, unless the employer can show it would impose an undue hardship. | Haw. Rev. Stat. Ann. § 378-2 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Hawaii Civil Rights Commission | The Hawaii Civil Rights Commission (HCRC) receives, investigates, conciliates, and adjudicates complaints of discrimination. Complaints must be filed with HCRC within 180 days of the alleged discrimination. You must receive a right to sue letter from HCRC before filing a civil action. | Complaint Form: Hawaiʻi Civil Rights Commission | Forms Email: DLIR.HCRC.INFOR@hawaii.gov |
Idaho
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Idaho Human Rights Act prohibits employers, employment agencies, and labor organizations from discriminating against an individual on the basis of religion. Reasonable accommodations for religious practice must be provided, unless the employer can show it would impose an undue hardship. There is an exemption which allows a religious “corporation, association, or society” to employ individuals of a particular religion for the “carrying on” of religious activities. | Idaho Code Ann. § 67-5909; 5910 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | Idaho's Religious Freedom Restoration Act generally protects the free exercise of religion from government interference. Any state action that burdens religious freedom must be the least restrictive means to further a compelling government interest. Idaho law provides for a private right of action. | Idaho Code Ann. § 73-402 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Idaho Human Rights Commission | Complaints of discrimination must be filed with the Idaho Human Rights Commission within 1 year of the alleged discrimination. If the Commission dismisses an administrative complaint, the Complainant has 90 days to file a civil action. | Intake Questionnaire: Home Page - IHRCQ Email: HRC.Inquiry@labor.idaho.gov |
Illinois
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Illinois Human Rights Act prohibits employers, employment agencies, and labor organizations from discriminating against an individual on the basis of religion. Reasonable accommodations for religious practice must be provided, unless the employer can show it would impose an undue hardship. The Illinois HRA contains a provision that explicitly prohibits an employer from imposing conditions on an employee that would cause them to “violate or forgo a sincerely held” religious practice such as the wearing of particular attire, clothing, or facial hair. | 775 Ill. Comp. Stat. Ann. 5/2-102 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | Illinois' Religious Freedom Restoration Act generally protects the free exercise of religion from government interference. Any state action that burdens religious freedom must be the least restrictive means to further a compelling government interest. Illinois law provides for a private right of action. | 775 Ill. Comp. Stat. Ann. 35/15 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Illinois Department of Human Rights | The Illinois Department of Human Rights accepts complaints of discrimination in employment. The Complainant Information Sheet must be received within 2 years (or 300 days if cross filing with the EEOC) of the alleged discrimination. | IDHR-Complainant-Information-Sheet Email: IDHR.Intake@illinois.gov |
Indiana
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | Indiana Civil Rights Law generally establishes the right to employment without discrimination on the basis of religion. Public contractors in the state of Indiana are specifically prohibited from discriminating against employees on the basis of religion. | Ind. Code Ann. § 22-9-1-3(l) Ind. Code Ann. § 22-9-1-10 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | Indiana's Religious Freedom Restoration Act generally protects the free exercise of religion from government interference. Any state action that burdens religious freedom must be the least restrictive means to further a compelling government interest. Indiana law provides for a private right of action. | Ind. Code Ann. § 34-13-9-8 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Indiana Civil Rights Commission | The Indiana Civil Rights Commission accepts complaints of discrimination within 180 days of when the alleged discrimination occurred. | ICRC: How to File |
Iowa
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Iowa Civil Rights Act prohibits employers, employment agencies, and labor organizations from discriminating against an individual on the basis of religion. Religious institutions may in some cases consider religious qualifications. | Iowa Code Ann. § 216.6 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | Iowa's Religious Freedom Restoration Act generally protects the free exercise of religion from government interference. Any state action that burdens religious freedom must be the least restrictive means to further a compelling government interest. Iowa law provides for a private right of action. | Iowa Code Ann. § 675.4 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Iowa Office of Civil Rights | The Iowa Office of Civil Rights accepts complaints of discrimination within 300 days of when the alleged discrimination occurred. |
Kansas
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Kansas Act Against Discrimination prohibits employers, employment agencies, and labor organizations from discriminating against an individual on the basis of religion. | Kan. Stat. Ann. § 44-1009 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The Kansas Preservation of Religious Freedom Act generally protects the free exercise of religion from government interference. Any state action that burdens religious freedom must be the least restrictive means to further a compelling government interest. Kansas law provides for a private right of action. | Kan. Stat. Ann. § 60-5303 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Kansas Human Rights Commission | The Kansas Human Rights Commission accepts complaints of discrimination within 6 months of when the alleged discrimination occurred. |
Kentucky
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Kentucky Civil Rights Act prohibits employers, employment agencies, and labor organizations from discriminating against an individual on the basis of religion. Reasonable accommodations for religious practice must be provided unless the employer can show it would present an undue hardship. There is an exemption which allows a religious “corporation, association, or society” to employ individuals of a particular religion for the “carrying on” of religious activities. | Ky. Rev. Stat. Ann. § 344.040 - 060 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The Kentucky Preservation of Religious Freedom Act generally protects the free exercise of religion from government interference. Any state action that burdens religious freedom must be the least restrictive means to further a compelling government interest. | Ky. Rev. Stat. Ann. § 446.350 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Kentucky Commission on Human Rights | The Kentucky Commission on Human Rights Accepts complaints of discrimination within 180 days of when the alleged discrimination occurred. | File a Complaint - Kentucky Commission on Human Rights |
Louisiana
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Louisiana Employment Discrimination Law prohibits employers, employment agencies, and labor organizations from discriminating against an individual on the basis of religion. The law contains an exemption which allows religious educational institutions to hire employees of a particular religion. | La. Stat. Ann. § 23:332 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The Preservation of Religious Freedom Act generally protects the free exercise of religion from government interference. Any state action that burdens religious freedom must be the least restrictive means to further a compelling government interest. The Act provides for a private right of action. | La. Stat. Ann. § 13:5233 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Louisiana Commission on Human Rights. | The Louisiana Commission on human rights accepts complaints of discrimination within 180 days of when the alleged discrimination occurred. | Employment Complaint Form - LCHR Complaints Portal |
Maine
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Maine Human Rights Act prohibits employers, employment agencies, and labor organizations from discriminating against an individual on the basis of religion. Reasonable accommodations for religious practice must be provided unless the employer can show it would present an undue hardship. | Me. Rev. Stat. Ann. tit. 5, § 4572 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Maine Human Rights Commission | The Maine Human Rights Commission accepts complaints of discrimination within 300 days of when the alleged discrimination occurred. The complaint must be notarized or signed by an attorney and filed in person or by mail. An intake questionnaire can be completed online. |
Maryland
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | Maryland law prohibits employers, employment agencies, and labor organizations from discriminating against an individual on the basis of religion. Reasonable accommodations for religious practice must be provided unless the employer can show it would present an undue hardship. There is an exception for religious educational institutions to hire employees of a particular religion. | Md. Code Ann., State Gov't § 20-606 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Maryland Commission on Civil Rights | The Maryland Commission on Civil Rights processes complaints of discrimination. Complaints must be filed within 300 days of the alleged discrimination. The online form to initiate an inquiry does not constitute a formal complaint and should be submitted in advance of the 300-day complaint deadline. | How to File a Complaint |
Massachusetts
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | Massachusetts law prohibits employers, employment agencies, and labor organizations from discriminating against an individual on the basis of religion. The law contains a provision explicitly requiring reasonable accommodations for religious practice or observance and specifically outlining the requirements for absence due to the observance of particular religious days. | Mass. Gen. Laws Ann. ch. 151B, § 4 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Massachusetts Commission against Discrimination | The Massachusetts Commission against Discrimination accepts complaints of discrimination within 300 days of when the alleged discrimination occurred. You must schedule an intake interview with an investigator to begin the process. | File a Complaint of Discrimination at the MCAD | Mass.gov |
Michigan
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | Michigan law prohibits employers, employment agencies, and labor organizations from discriminating against an individual on the basis of religion. | Mich. Comp. Laws Ann. § 37.2202 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Michigan Department of Civil Rights | The Michigan Department of Civil Rights accepts complaints of discrimination. Complaints must be filed within 180 days of the alleged discrimination. You may file online or conduct an intake interview with a claims examiner. | For more information contact the Department at: 313-456-3700 or 1-800-482-3604 |
Minnesota
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | Minnesota law prohibits employers, employment agencies, and labor organizations from discriminating against an individual on the basis of religion. Reasonable accommodations for religious practice, including observance of holy days, prayer, and religious dress, must be provided unless the employer can show it would present an undue hardship. | Minn. Stat. Ann. § 363A.08 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Minnesota Department of Human Rights | The Minnesota Department of Human Rights processes complaints of discrimination. You must report the alleged discrimination within one year of when it occurred. | Report Discrimination / Minnesota.gov |
Mississippi
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | No | N/A | N/A |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The Mississippi Religious Freedom Restoration Act generally protects the free exercise of religion from government interference. Any state action that burdens religious freedom must be the least restrictive means to further a compelling government interest. The Act provides for a private right of action. | Miss. Code Ann. § 11-61-1 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | No | N/A | N/A |
Missouri
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Missouri Human Rights Act prohibits discrimination in employment based on religion. The regulations implementing the Missouri Human Rights Act state that employers must reasonably accommodate employees' sincerely held religious practices unless doing so would impose an undue hardship on the conduct of the employer's business. | Mo. Ann. Stat. § 213.055 Mo. Code Regs. Ann. tit. 8, § 60-3.050
|
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The Missouri Religious Freedom Restoration Act generally protects religious freedom in Missouri. There are no specific employment protections in the Act. | Mo. Ann. Stat. §1.302 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Missouri Commission on Human Rights | The Missouri Commission on Human Rights (MCHR) enforces the Missouri Human Rights Act. Complaints under the Missouri Human Rights Act must be filed with the MCHR within 180 days of the alleged discrimination. | Instructions for how to file a complaint, including the online Discrimination Complaint Assessment to help determine next steps. |
Montana
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Montana Human Rights Act prohibits discrimination in employment based on religion. The regulations implementing the Montana Human Rights Act require employers to accommodate an employee's religion unless doing so would cause more than a de minimis hardship on the conduct of the business. | Mont. Code. Ann. Code § 49-2-303 Mont. Admin. R. 24.9.608 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The Montana Religious Freedom Restoration Act generally protects religious freedom in Montana. There are no specific employment protections in the Act. | Mont. Code Ann. § 27-33-105. |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Montana Human Rights Bureau | The Montana Human Rights Bureau enforces the Montana Human Rights Act. Complaints under the Montana Human Rights Act must be filed by mail, personal delivery, or fax within 180 days of the alleged discrimination. Email or online submissions are not accepted. | Instructions on how to file a self-drafted complaint with the Montana Human Rights Bureau. |
Nebraska
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Nebraska Fair Employment Practices Act (FEPA) prohibits discrimination in employment based on religion. There is no explicit provision in the law or implementing regulations about religious accommodations, however, the Nebraska Equal Opportunity Commission Website states that unlawful employment practices generally include discrimination in the area of accommodation of religious beliefs. | Neb. Rev. Stat. Ann. § 48-1104 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The First Freedom Act generally protects religious freedom in Nebraska. There are no specific employment protections in the Act. | Neb. Rev. Stat. Ann. § 20-701, et seq. |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Nebraska Equal Opportunity Commission | The Nebraska Equal Opportunity Commission enforces the Nebraska Fair Employment Practice Act. Complaints under the FEPA must be filed 300 days from the date of any alleged harm. | Instructions for the complaint process, including an initial intake, which can be done in person, by phone, or online. |
Nevada
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | Nevada's Equal Opportunities for Employment law prohibits discrimination in employment based on religion. There is no explicit provision in the law or implementing regulations about religious accommodations, however, the Nevada Equal Rights Commission states that employers are required to reasonably accommodate the religious practices of an employee unless to do so would create an undue hardship upon the employer. | Nev. Rev. Stat. Ann. § 613.330. |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Nevada Equal Rights Commission | The Nevada Equal Rights Commission enforces the state's Equal Opportunities for Employment law. A complaint must be filed within 300 days of the date of the alleged discriminatory conduct. | Link to file an employment discrimination complaint online. Complaints are not accepted by mail, fax, or in person. |
New Hampshire
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | New Hampshire's Law Against Discrimination prohibits discrimination in employment based on religion. There is no explicit provision in the law or implementing regulations about religious accommodations, however, the New Hampshire Commission for Civil Rights website states that requires to reasonably accommodate an employee whose sincerely held religious belief, practice, or observance conflicts with a work requirement, unless doing so would pose an undue hardship. | N.H. Rev. Stat. Ann. § 354-A:7 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | New Hampshire Commission for Human Rights | Any person claiming to be aggrieved by an unlawful discriminatory practice may submit a complaint to the New Hampshire Commission for Human Rights. A Complaint gets reviewed, and if it is within the Commission's jurisdiction, they will assist with formalizing it and filing a “Charge of Discrimination,” which must be filed within 180 days from the last date of discrimination. | Link to online Employment Discrimination Intake Questionnaire |
New Jersey
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The New Jersey Law Against Discrimination (LAD) prohibits discrimination and bias-based harassment based on actual or perceived religion. Employers are obligated to provide a reasonable accommodation on the basis of religion, unless doing so would be an undue burden on their operations. | N.J. Stat. Ann. § 10:5-12 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | New Jersey Division on Civil Rights | The New Jersey Division on Civil Rights (DCR) enforces the state's Law Against Discrimination (LAD). A complaint must be filed within 180 days of the date of the alleged discriminatory conduct. | In order to file a complaint with DCR, you must first submit an intake form. Link to file an employment discrimination intake form online. |
New Mexico
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The New Mexico Human Rights Act prohibits discrimination in employment based on religion. There is no specific provision about religious accommodations. | N.M. Stat. Ann. § 28-1-7. |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The New Mexico Religious Freedom Restoration Act generally protects religious freedom in New Mexico. There are no specific employment protections in the Act. | N.M. Stat. Ann. § 28-22-1 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | New Mexico Department of Workforce Solutions, Human Rights Bureau | The Human Rights Bureau is a neutral agency created to enforce the New Mexico Human Rights Act. Once you complete an initial Discrimination Inquiry Form, it gets reviewed and, if eligible, a Civil Rights Investigator assists with formalizing it and filing a “Charge of Discrimination,” which must be filed within 300 days from the last date of discrimination. | Link to file a Discrimination Inquiry Form |
New York
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The New York State Human Rights Law prohibits discrimination in employment based on religion. Employers are required to make a reasonable religious accommodation for an employee's sincerely held religious beliefs, unless doing so creates an “undue hardship” on the employer. | N.Y. Exec. Law § 290 et seq. |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | New York State Division of Human Rights | The Division of Human Rights (DHR) enforces the New York State Human Rights Law. Once you complete an initial Discrimination Report, it gets reviewed and, if the incident is covered by New York State law, DHR assists with formalizing it and filing an official complaint, which must be filed within three years of the date of the most recent alleged act of discrimination (if the act occurred on or after 02/15/2024). For acts that occurred before 2/15/2024, you must file your complaint within one year of the most recent act of alleged discrimination. If you were terminated, you must file within one year of the date you were first informed you would be terminated. | In order to file a complaint with DHR, you must first submit a Discrimination Reporting Form. |
North Carolina
| Protection | Presence of Protection | Summary | Citation/Link | Notes |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The North Carolina Human Resources Act prohibits discrimination based on religion for State and County Employees (does not apply to private sector employees). North Carolina's Equal Employment Practices Act (NCEEPA) expresses the state's policy of prohibiting discrimination based on religion, but does not provide for an individual's right to sue based on a violation. | N.C. Gen. Stat. § 126-16. N.C. Gen. Stat. Ann. § 143-422.2 | |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A | |
| Relevant state office(s) for fair employment practices/EEO/civil rights | North Carolina Office of Administrative Hearings, Civil Rights Division, Employment Discrimination Section (OAH/CRD-EDS) | The CRD-EDS works in conjunction with the federal EEOC to enforce State and Federal anti-discrimination laws in North Carolina. North Carolina does not have a state agency that handles general employment discrimination claims. Instead, the EEOC offices located in North Carolina typically administer NC discrimination law. | North Carolina State or County Employees subject to the provisions of the North Carolina Human Resources Act are eligible to file a charge directly with the Civil Rights Division within 180 days from the date of the alleged violation. Link to fill out an employment discrimination charge intake form. Charges filed after 180 days will be transferred to the EEOC for further processing. |
North Dakota
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The North Dakota Human Rights Act prohibits discrimination in employment based on religion. Under the Act, it is a discriminatory practice for employers to fail or refuse to make reasonable accommodations on the basis of religion, unless doing so would be an undue burden on their operations. | N.D. Cent. Code Ann. § 14-02.4-03 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The North Dakota Human Rights Act includes a section protecting an individual's free exercise of religion from a state or local government entity. | N.D. Cent. Code Ann. § 14-02.4-08.1. |
| Relevant state office(s) for fair employment practices/EEO/civil rights | The North Dakota Department of Labor and Human Rights | The North Dakota Department of Labor and Human Rights enforces the state's Human Rights Act. A Charge of Discrimination must be filed with the Department within 300 days from the last date of discrimination. | Link to submit a charge of discrimination. |
Ohio
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Ohio Civil Rights Act prohibits discrimination in employment based on religion. Employers are required to make reasonable accommodations for an employee's sincerely held religious beliefs, except when the accommodation imposes an undue hardship. | Ohio Rev. Code Ann. § 4112.02. |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | Ohio's state constitution generally protects religious freedom. There are no specific employment protections in the state's constitution. | Ohio Const., art. I, § 7 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | The Ohio Civil Rights Commission (OCRC) | The Ohio Civil Rights Commission (OCRC) enforces the state's Civil Rights Act. Complaints (also called Charges of Discrimination) must be filed with the OCRC within two years of the last act of discrimination. | Link to file a Charge of Employment Discrimination online. Charges can also be filed by mail or in person. |
Oklahoma
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Oklahoma Anti-Discrimination Act prohibits discrimination in employment based on religion. The regulations implementing the Oklahoma Anti-Discrimination Act require employers to reasonably accommodate an employee's religious practices unless doing so would cause an undue hardship on the conduct of the business. | Okla. Stat. Ann. tit. 25, § 1302 Okla. Admin. Code 335:15-5-2 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | Oklahoma's Religious Freedom Act generally protects religious freedom in New Mexico. There are no specific employment protections in the Act. | Okla. Stat. Ann. tit. 51, § 251, et seq. |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Office of Oklahoma Attorney General, Office of Civil Rights Enforcement(OCRE) | The Office of Civil Rights Enforcement (OCRE) enforces the state's Anti-Discrimination Act. Complaints must be filed with the OCRE within 180 days after the last alleged discriminatory act(s). | Link with Instructions and form to submit a Civil Rights Complaint. |
Oregon
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Oregon Workplace Fairness Act prohibits discrimination in employment based on religion. | Or. Rev. Stat. Ann. § 659A.030 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | Oregon's Workplace Religious Freedom Act protects religious freedom in employment, including requiring employers to make reasonable accommodations for an employee's sincerely held religious beliefs, except when the accommodation imposes an undue hardship. | Or. Rev. Stat. Ann. § 659A.033 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Civil Rights Division, Oregon Bureau of Labor and Industries (BOLI). | The Civil Rights Division of the Oregon Bureau of Labor and Industries (BOLI) Civil Rights Division enforces the Oregon's Workplace Civil Rights Laws. For most claims, complaints must be filed within one year of the date of any discriminatory action/harm. Note that The Workplace Fairness Act has extended filing timelines up to 5 years for some Oregon discrimination claims occurring on or after September 29, 2019. | Link to submit a discrimination questionnaire form online. This is the first step in the Civil Rights complaint process. A questionnaire is not a complaint. After you have submitted this questionnaire, it will be assigned to an intake officer for further review. |
Pennsylvania
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Pennsylvania Human Relations Act (PHRA) prohibits discrimination in employment based on religion. The regulations implementing the PHRA define religious discrimination in employment to include the failure to provide a reasonable accommodation for religious observance or practice. The PHRA contains a section about religious observance for public employees, which prohibits the state from discriminating against individuals in employment because of their observance of any particular holiday in accordance with their religion. | 43 Pa. Stat. Ann. § 951, et seq. 16 Pa. Code § 41.205 43 Pa. Stat. Ann. § 955.1 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The Pennsylvania Religious Freedom Protection Act generally protects religious freedom in Pennsylvania. There are no specific employment protections in the Act. | 71 Pa. Stat. Ann. § 2401, et seq. |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Pennsylvania Human Relations Commission(PHRC) | The Pennsylvania Human Relations Commission (PHRC) enforces the Pennsylvania Human Relations Act. Complaints must be filed with the PHRC within 180 days after the alleged discrimination occurred. | Link to download the Employment Intake Questionnaire, which then gets mailed or emailed to the PHRC. |
Rhode Island
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The State Fair Employment Practices Act prohibits discrimination in employment based on religion. Employers are required to reasonably accommodate an employee's religious observance or practice unless it would cause the employer undue hardship. | 28 R.I. Gen. Laws Ann. § 28-5-1, et seq. |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | Rhode Island's Religious Freedom Protection Act generally protects religious freedom in the state. There are no specific employment protections in the Act. | 42 R.I. Gen. Laws Ann. § 42-80.1-3 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Rhode Island Commission for Human Rights | The Rhode Island Commission for Human Rights enforces the Fair Employment Practices Act. Once you complete an initial Intake Questionnaire, if accepted, it will be processed as a formal charge or discrimination. Formal Charges must be filed within one year from the date of alleged harm. | Link to download the Employment Discrimination Questionnaire, which is the first step in the complaint process. A questionnaire is not a formal charge of discrimination. |
South Carolina
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The South Carolina Human Affairs Law prohibits discrimination in employment based on religion. Employers are required to reasonably accommodate an employee's religious observance or practice unless it would cause the employer undue hardship. | S.C. Code Ann. § 1-13-80. |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The South Carolina Religious Freedom Act generally protects religious freedom in the state. There are no specific employment protections in the Act. | S.C. Code Ann. § 1-32-10, et seq. |
| Relevant state office(s) for fair employment practices/EEO/civil rights | South Carolina Human Affairs Commission (SCHAC) | The South Carolina Human Affairs Commission (SCHAC) enforces the South Carolina Human Affairs Law. A Complaint gets reviewed via the Employment Initial Intake Questionnaire, and if eligible, a formal Charge of Discrimination will be prepared. An individual has up to 180 days from when the discriminatory act took place to file with the SCHAC. | Link to fill out an online Employment Initial Intake Questionnaire. |
South Dakota
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The South Dakota Human Relations Act prohibits discrimination in employment based on religion. The regulations implementing the South Dakota Human Relations Act require employers to make reasonable accommodations to the religious needs of employees where such accommodations can be made without undue hardship on the conduct of the employer's business. | S.D. Codified Laws § 20-13-10 S.D. Admin. R. 20:03:10:01
|
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | South Dakota's state constitution and religious freedom law generally protect religious freedom. There are no specific employment protections in the state's constitution or religious freedom law. | S.D. Const. art. VI, § 3 S.D. Codified Laws § 1-1A-4 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | South Dakota Department of Labor and Regulation, Division of Human Rights | The Division of Human Rights administers the South Dakota Human Relations Act. A Complaint first gets reviewed via an Intake Form, and if eligible, a formal Charge of Discrimination will be prepared. The Division of Human Rights must receive a Charge of Discrimination within 180 days from the last date of discrimination. | Link to fill out a Charging Party Intake Form for Employment Discrimination. |
Tennessee
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Tennessee Human Rights Act (THRA) prohibits discrimination in employment based on religion. The regulations implementing the THRA require employers reasonably accommodate the religious practices of an employee, unless the employer demonstrates that accommodation would result in undue hardship on the conduct of its business. | Tenn. Code Ann. § 4-21-401, et seq. Tenn. Comp. R. & Regs. 1500-01-01-.04 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | Tennessee's Religious Freedom Act generally protects religious freedom in the state. There are no specific employment protections in the Act. | Tenn. Code Ann. § 4-1-407 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Tennessee Attorney General's Office, Civil Rights Enforcement Division | The Tennessee Attorney General's Civil Rights Enforcement Division enforces the Tennessee Human Rights Act. Complaints must be filed with the Division within 180 days after the alleged discrimination occurred. | Link to file an online Complaint of Discrimination. |
Texas
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Texas Labor Code prohibits discrimination in employment based on religion. Employers are required to reasonably accommodate an employee's religious observance or practice unless it would cause the employer undue hardship. | Tex. Labor Code Ann. § 21.051 Tex. Labor Code Ann. § 21.108 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The Texas Religious Freedom Restoration Act generally protects religious freedom in the state. There are no specific employment protections in the Act. | Tex. Civ. Prac. & Rem. Code Ann. § 110.001, et seq. |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Texas Workforce Commission Civil Rights Division | The Texas Workforce Commission Civil Rights Division enforces Chapter 21 of the Texas Labor Code. Complaints must be filed with the Civil Rights Division within 180 days after the alleged discrimination occurred. | Link to file an online Employment Discrimination Complaint through the Division's Employment Discrimination Inquiry Submission System. |
Utah
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Utah Antidiscrimination Act prohibits discrimination in employment based on religion. Employers are required to reasonably accommodate an employee's religious observance or practice unless it would cause the employer undue hardship. | Utah Code Ann. § 34A-5-101, et seq. |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | Utah's Religious Freedom Restoration Act generally protects religious freedom in the state. There are no specific employment protections in the Act. | Utah Code Ann. § 63G-33-201 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | The Utah Antidiscrimination and Labor Division (UALD) | The Utah Antidiscrimination and Labor Division (UALD) enforces the Utah Antidiscrimination Act. Once an individual submits an Intake Questionnaire, it will be reviewed, and if eligible, a formal Charge of Discrimination will be created. Charges of employment discrimination must be filed within 180 days of learning of the last alleged discriminatory act. | Link to file an online Intake Questionnaire. |
Vermont
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Vermont Fair Employment Practices Act prohibits discrimination in employment based on religion. Vermont law does not have any specific provisions about religious accommodations. | Vt. Stat. Ann. tit. 21, § 495, et seq. |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Vermont Attorney General's Civil Rights Unit | The Vermont Attorney General's Civil Rights Unit enforces the Vermont Fair Employment Practices Act. Complaints of employment discrimination must be filed within 180 days of the alleged discriminatory act. | Link to Employment Discrimination Questionnaire, which can be mailed or emailed to the Office of the Attorney General. Vermont's Human Rights Commission only investigates employment discrimination complaints that are made against the State of Vermont. Link to State Employment Questionnaire to submit an allegation of discrimination against Vermont. |
Virginia
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Virginia Human Rights Act prohibits discrimination in employment based on religion. Virginia law does not have any specific provisions about religious accommodations. | Va. Code Ann. § 2.2-3905 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The Virginia Act for Religious Freedom generally protects religious freedom in the state. There are no specific employment protections in the Act. | Va. Code Ann. § 57-1 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Virginia's Office of the Attorney General, Office of Civil Rights | Virginia's Office of Civil Rights enforces the Virginia Human Rights Act. Complaints of employment discrimination must be filed within 300 days of the alleged discriminatory act. | Link to online Employment Discrimination Complaint Form |
Washington
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Washington State Law Against Discrimination prohibits discrimination in employment based on creed. There is no specific provision about religious accommodations in the Act itself. However, In Kumar v. Gate Gourmet, Inc., 180 Wn.2d 481 (2014), the Washington State Supreme Court determined that the Washington Law Against Discrimination requires employers to reasonably accommodate their employees' religious practices. Note that the Washington State Law Against Discrimination uses the term “creed” rather than religion. | Wash. Rev. Code Ann. § 49.60.180 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Washington State Human Rights Commission | The Washington State Human Rights Commission enforces the state's Law Against Discrimination. Complaints of employment discrimination must be filed within six months of the alleged discriminatory act. | Link to instructions for filing a discrimination complaint online. |
West Virginia
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The West Virginia Human Rights Act prohibits discrimination in employment based on religion. The regulations implementing the Human Rights Act require employers to reasonably accommodate an employee's religious practices unless it would cause undue hardship to the conduct of business. | W. Va. Code Ann. § 16B-17-9 W. Va. Code R. 71-3-3 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The Equal Protection for Religion Act protects religious freedom in the state. There are no specific employment protections in the Act. | W. Va. Code Ann. § 35-1A-1 |
| Relevant state office(s) for fair employment practices/EEO/civil rights | West Virginia Human Rights Commission (HRC) | The West Virginia Human Rights Commission (HRC) enforces the West Virginia Human Rights Act. Once an individual submits a Pre-Complaint Background Form, it will be reviewed and, if eligible, a formal complaint will be filed. Complaints of employment discrimination must be filed with the HRC within one year of the most recent date of discrimination. | Link to download the Employment Pre-Complaint Background form. |
Wisconsin
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Wisconsin Fair Employment Law prohibits discrimination in employment based on creed. Employment discrimination because of creed includes refusing to reasonably accommodate an employee's religious observance or practice unless it would pose an undue hardship to the employer. Note that the Wisconsin Fair Employment Law uses the term “creed” rather than religion. | Wis. Stat. Ann. § 111.322 Wis. Stat. Ann. § 111.337 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | No | N/A | N/A |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Wisconsin Department of Workforce Development (DWD), Equal Rights Division | The Wisconsin Department of Workforce Development's Equal Rights Division (DWD) enforces the state's Fair Employment Law. Complaints of employment discrimination must be filed within 300 days of the alleged discriminatory act. | Link to fill out the Civil Rights Complaint form online |
Wyoming
| Protection | Presence of Protection | Summary | Citation/Link |
| Civil Rights/EEO Law protecting against religious discrimination in the workplace | Yes | The Wyoming Fair Employment Practices Act prohibits discrimination in employment based on creed. Note that the Wyoming Fair Employment Practices Act uses the term “creed” rather than religion. Wyoming law does not have any specific provisions about religious accommodations. | Wyo. Stat. Ann. § 27-9-105 |
| Religious Freedom or other Religion Related Law (general or with specific employment protections) | Yes | The Wyoming Religious Freedom Restoration Act protects religious freedom in the state. There are no specific employment protections in the Act. | Wyo. Stat. Ann. § 9-25-101, et seq. |
| Relevant state office(s) for fair employment practices/EEO/civil rights | Wyoming Fair Employment Practices Office | The Wyoming Fair Employment Practices Office enforces the Wyoming Fair Employment Practices Act. Once an individual fills out an Intake Questionnaire, it will be reviewed and, if eligible, a formal Charge of Discrimination will be filed. Formal charges of discrimination must be filed within six months of the most recent date of discrimination. | Link to download the Intake Questionnaire. |