In the vibrant tapestry of California’s workforce, employees wear more than a uniform or business attire – they carry with them the threads of their cultural and religious identities.
With its diverse population, California’s workplaces are microcosms of global traditions, where religious garb and practices are an intrinsic part of the fabric. Unfortunately, some employers violate the law by refusing to allow employees to respect and practice their traditions and religious beliefs.
Is religious garb allowed?
Religious garb encompasses a variety of clothing items and accessories that hold spiritual significance. From hijabs and yarmulkes to turbans and saris, these articles are visible expressions of faith.
In California and on the federal level, employers must reasonably accommodate employee expressions of faith, including religious garb, facial hair and hairstyles.
Workplace practices and observances
Religious practices in the workplace can vary widely, from daily prayers to dietary restrictions and fasting during certain periods. Employers must generally provide reasonable accommodations for these practices, as long as they do not cause undue hardship to the business.
Examples include offering flexible break times, private spaces for prayer or adjustments to work schedules during religious observances.
Legal protections for religious expression
Both California statutes and federal laws safeguard religious expression in the workplace. Under the California Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act of 1964, employees are protected from discrimination based on their religion.
Failure to comply with these regulations is unlawful and harmed employees can seek a legal remedy under state and/or federal laws.
To learn more about your next steps in the face of occupational religious discrimination, speak with someone familiar with state and federal anti-discrimination laws.
