Religious Discrimination



We’ve helped employees just like you recover millions in damages. We can help you too!

Do you think you might have been a victim of religious discrimination? The labor and employment law firm of El-Hag & Associates, P.C can help you. Our Westchester New York religious discrimination law firm specializes in workplace religious discrimination and workplace harassment.  We have recovered millions of dollars for victims of workplace discrimination and have brought religious discrimination lawsuits against small businesses and major multinational corporations, and have achieved excellent results for our clients.

Religious discrimination involves treating applicant or employee) unfavorably because of their religious beliefs (actual or perceived) at work or in the job application process. The law protects workers who belong to traditional, organized religions, such as Islam, Judaism, Hinduism, Buddhism, Christianity, and others who have sincerely held religious, ethical, or moral beliefs. Federal and NY State Laws make it illegal to discriminate against and harass a person because of their religious beliefs. The law also protects those without particular or non-religious beliefs, such as the irreligious and atheists.

If you think you might be a victim of workplace religious discrimination, please call us today for a free consultation. We can quickly assess your case and let you know the options available to you.  In most cases, it is very difficult to prove discrimination based upon religion because there is no “smoking gun,” which is why it is best to schedule a consultation with our employment and labor law firm and go through the facts and come up with a strategy.


What is Workplace Religious Discrimination?

Religious discrimination in the workplace happens when an employee is treated differently and unfairly because of their religious practices and beliefs or requests for accommodations to practice their religion. Religious discrimination can also occur in the hiring process, job assignments, promotions, and other aspects of employment.

Religious discrimination violates Federal Law under Title VII of the Civil Rights Act of 1964. It applies to employers with 15 or more employees, including local and state governments and educational institutions. The Equal Employment Opportunity Commission (EEOC) is the federal agency that enforces Title VII and other anti-discrimination laws. Religious discrimination can be extremely damaging to someone's career and mental health, and it is unfortunately very common in the workplace.

You must speak up if you believe you have been the victim of religious discrimination in the workplace. Laws are in place two protect workers from religious intolerance, and you may be able to file a claim against your employer. Our experienced labor and employment law firm can help you understand your rights and options and help you develop a strategy.

Examples Of Religious Discrimination In The Workplace

  • Not letting an employee wear their religious clothing and if the company has uniforms letting the workers wear their Religious clothing in the color of the uniforms

  • Promotions and job opportunities that are not equally available to all applicants and employees regardless of religion or non-religion

  • Failing to provide equal access to development and training opportunities based upon an employee’s or job applicant’s religion

  • Harassment such as intimidating comments, gestures, and jokes harassing or intimidating the employee based upon their religion or religious practices

  • Denial of promotions when employees with less experience are promoted, and you are denied the promotion based upon your religion or religious practices

  • Refusal to interview a job applicant or hire an employee for wearing a yarmulke in his practice of the Jewish religion

  • Employer gives benefits all employees’ families while not providing benefits to certain employees’ families because they are Muslims.

  • Denying promotion or hiring of an individual because of their religion, religious practices, or non-religion

  • Getting Paid less salary because of religious intolerance when doing equivalent work as other employees

  • If in the course of a job interview you are asked if you are what your religion is or what your religious practices are.

  • Denial of work time or break time accommodations so an employee could practice their religion during hours.

  • Religious discrimination can also involve treating someone differently because that person is married to (or associated with) an individual of a particular religious group or religion

  • Requiring a Jehovah Witness employee to participate in workplace birthday celebrations

Religious Accomodation at work

Employees that require religious accommodation are protected through Title VII. Reasonable accommodations when reasonably requested must be made to employees who have specific religious practices to participate in their faith. If it is not financially challenging to meet that worker’s demands, the employer must try to accommodate the worker’s needs. For example, if an employee is required to pray five times daily, the company must give that worker the time and appropriate private area.

To ascertain if your request is legitimate, the employer does have the right to ask you reasonable questions to evaluate that you meet the terms of Title VII regarding that your religious beliefs and practices are “sincerely held.” An employee is not required to devoutly follow each and every of the exact commandments and rules of their religion.

What Is Not Religious Discrimination or Harassment

At El-Hag & Associates, P.C we receive calls every day from people who believe that they have been discriminated against because they feel that they lost their job for unfair reasons, or because the workplace is not fair. This is not religious discrimination by itself. To learn if the treatment on your job is due to fairness in the workplace contact the employment and labor law firm of El-Hag & Associates.

It is not harassment that rises to the level of a lawsuit when people in the workplace make petty slights, are annoying, or make isolated discriminatory or derogatory remarks (unless extremely serious) about your religion, religious practices, non-religion, or irreligion. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people

Religious Discrimination.  Religious Discrimination must occur because of your being part of a protected class. For example, an employer can decide that he will fire any person if they come 1 minute late to work, even if it happened only 1 time. But it would be discriminatory if the employer said he would only apply that policy to anyone practicing Judaism.

Our NY Religious Discrimination Law Firm Will Fight To Get Your Money

If You Believe Your Employer Has Discriminated Against you Because of a Your Religion We Can Help You Recover What Is Rightfully Yours
  • No upfront fees or retainers - we get paid only if YOU get paid
  • ​8 in 10 clients recover tens of thousands, and 2 in 10 can recover life changing amounts.
  • Generally takes 4 - 9 months from start to money-in-your-pocket
  • Our workplace religious discrimination lawyers will know how to collect evidence best to prove your case and build a strong argument.
  • Our experienced workplace religious discrimination attorneys can negotiate on your behalf to get you the best possible outcome.
  • Protection from revenge - your boss can’t fire you, change your hours or mess with your work environment, or harass you due to your job religious discrimination and harassment claims against them - your boss can’t fire you, change your hours or mess with your work environment due to your not religion or religious discrimination claim
  • Protection from revenge - your boss can’t fire you, change your hours or mess with your work environment, or harass you due to your job gender discrimination and harassment claims against them - your boss can’t fire you, change your hours or mess with your work environment due to your job discrimination claim
  • You can recover money from any company you worked for in the past three years for workplace religious discrimination
  • We’ll do all the hard work to get you your Money. You just need to give us the details. You (usually) won’t even have to show up
  • You can get your job back or front pay instead of getting your job back so you have money in your pocket while you look for another job.
  • Hiring our experienced NY workplace religious discrimination law firm gives you the best chance of recovering the money that you deserve. Our religious discrimination law firm gives you the best chance of recovering the compensation that you deserve

How Do You Win An Workplace Religious Discrimination Lawsuit?

There are several factors that you must prove to win an employment gender discrimination lawsuitIf you can answer yes to the following questions, you may have been a victim of employment discrimination:

1) Do you work at a company with 4 or more employees? The New York State Human Rights Law only protects employees who work for an employer with 4 or more employees. Federal Law requires that the employer employ more than 15 employees. So, the first thing to check is if you are protected by the law.

2) Did something bad happen to you at work? This is known as an “adverse employment action”. You must be able to show that something bad happened to you at work. Examples of adverse employment actions include:

  • Being fired

  • Being laid off

  • Not receiving a raise

  • Being demoted

  • Being passed over for a promotion

  • Being harassed at work

3) Are you a member of a protected class? To prove employment discrimination, you must show that you are a member of a “protected class”, for example you have a qualified disability that doesn't affect job performance

4) Were you qualified to perform the job at issue? You must be able to demonstrate that you had the right skill set to perform the job at issue despite your protected status.

  • An example of being unqualified- is if you apply for a job as a lawyer, but you don’t have a law degree, you won’t be able to say that you were discriminated against if a law firm did not hire you.
  • An example of being qualified and passed over in a discriminatory situation would be if you had the same or greater abilities than others who applied for a job position. You and the person without a disability had equal experience working in the position you were applying for. If the other individual was hired, but you were not, the company will have to be able to provide a legitimate reason that you, as a qualified individual, was passed over for the job.

5) Does it seem that the religious discrimination occurred because you are a member of a protected class? This means that there is some evidence that shows that something bad happened to you at work BECAUSE of your religion. There must be a believable cause-and-effect relationship between your religion or religious practices and the negative job action. For example:

  1. You were fired BECAUSE of your RELIGION
  2. You didn’t get a raise BECAUSE of your RELIGION
  3. You were fired BECAUSE of your RELIGION

6) Is your employer’s reason for taking the adverse action a lie (“Pretext”)? Your employer can take any negative action in the workplace as long as there is a legitimate reason for it, and it is not retaliatory. In almost 100% of religious discrimination cases, your boss is going to have an excuse that explains why you were treated badly. Your responsibility is to demonstrate that your boss’s excuse is not true and that the real reason is religious discrimination. For example, if you are a Muslim and your employer fired you because you performed your job poorly or had a bad attitude, your boss can terminate you. But if the other employees act the same way and perform the job the same way as you, then your employer’s excuse that you performed poorly is most likely a lie.

Case Results and Testimonials

Case Results & Testimonials

  • James recovered $160,000 in severance pay and left work on his own terms.
  • Katrina recovered $60,000 when her employer denied her leave for her disabled child (3 years pay)!
  • Tony recovered $50,000 for losing his job after his boss made racists comments!
  • Monica recovered $25,000 in unpaid overtime because her boss incorrectly treated her as not entitled to overtime under the law as a salaried office worker.
  • Manuel recovered $45,000 as a deli worker because he worked more than 40 hours a week without overtime pay. The boss paid him off the books without paying him any overtime and we recovered an extra $10,000 in penalties.
Contact us right now for a FREE Job Religious Discrimination Consultation. If you don't act fast, you can lose your chance to recover!
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El-Hag & Associates is a highly Experienced & Successful Labor and Unemployment Law Firm in NY.

How We Help You Get the Compensation That You Deserve for Your Workplace Religious Discrimination Case in Just 4-9 Months



10-minute initial free wage evaluation. We give you the game plan that you can follow even if you do not want to work with us. Just fill out the form to start.


Detailed Consult

If you decide to move forward, we build your case. Give us your documents. Give us the details.

Demand Letter

We send a letter to your company. Many times we can get a settlement negotiated in the beginning without even going to court. You can get your money in as little as two months.


We file the lawsuit, we spend the money, you only have to be involved for a few hours over the course of the lawsuit. 90% of the time, we manage to settle the case, you get paid. 



Finish the lawsuit, you sign some papers and get your check.  

Don't Let Your Employer Intimidate You From Being Compensated For The Religious Discrimination in the Workplace That You Were Subjected To By Threatening Or Scaring You Into Inaction

  • You can sue any company you worked for in the past three years. It does not have to be a company at which you are currently working.

  • The law protects you. The law prevents retaliation. You can collect unpaid wages and benefits, and penalties, demand your job back, and even demand front pay (money to cover you for the time it would take to find new work.

  • Attorney-Client Privilege- We CANNOT tell anyone about your case unless you ask us to. Your call is 100% confidential and protected by the attorney-client privilege.

  • Attack only when you’re comfortable. We only move forward when you are ready. There is no pressure to start. You can have your workplace religious discrimination evaluation, develop a strategy, collect evidence, and begin when you are ready.

Why You Should Not Wait To Take Action Against Your Employer For religious Discrimination in the Workplace

There Are Many Reasons You Need To Act Fast Before You Lose Your Chance To Start A Lawsuit To Recover Damages That You May Be Entitled To Against The Employer That Discriminated Against You because of your Gender
  • The Company can go out of business.

  • You can run out of time to bring a lawsuit if you haven't already

  • The company can be sold or transferred

  • Someone else could sue and complicate your chance of collecting your wages

  • The company could file for bankruptcy

  • The owner could die

Client VideoTestimonials

Justina Peets

Justina Peets

3 months ago via Google

Jordan and his staff was so professional, and on top of my case, they updated me throughout the process the whole way through! If i ever need a lawyer again i will be calling Jordan without a second thought.

Matthew Zekanovic

Matthew Zekanovic

a year ago via Google

Jordan and his team are the best at what they do. His professionalism is nothing but superior and made the whole process easy and stress free. There wasn't a single objective that he couldn't overcome. Jordan was nothing but honest, transparent, and easy to work with. Never at one point did I feel he wasn't trustworthy. He guided me in the right direction to achieve the best possible outcome, and succeeded. I wouldn't recommend anyone else but El-Hag & Associates!



a year ago via Google

I hired Jordan to take a look at a recent employment agreement. Unlike other lawyers, it was a pleasure communicating with him. We had an initial phone call and within 2 hours he read the documents, attached notes to specific parts of it and was able to break it down for me in plain English. He has been available for follow up questions without demanding additional pay - which I appreciate. I work in the psychiatry field and have a very good sense for people and their trustworthiness. I will definitely be coming back to Jordan for any future legal advice associated with my business. I also plan to recommend him to colleagues, friends and family. A+ experience!

Jeffrey Medina

Jeffrey Medina

a year ago via Google

Very responsive and knowledgeable. Great guy who is willing to help no matter how big or small the issue or question.

Kinney Glass

Kinney Glass

2 months ago via Google

I was discouraged by other firms who told me it wasn’t worth effort. After the first time speaking with Jordan El-Hag I decided to place my faith in him. He was patient and meticulous. Always keeping me up to date with the case. When curveballs would come my way the team would reassure me not to worry. I will recommend everyone I know to El Hag and Associates.

Why clients prefer El-Hag Law


Company lied by saying employees should not be paid for travel time because they only used the construction headquarters for commuting.


Hired a private detective to video tape the construction yard in the mornings to show that the workday began when employees arrived to work.


We secured for our client one of the largest single-person wage recoveries that the Judge had seen in his career!


Company tried to not pay our client who worked in an office overtime by claiming she was an exempt administrative employee and sales person. 


We got the business owner to lie under oath, and then showed the court the evidence of our client working at the restaurant. Subjecting the company owner to perjury charges.


Our client secured $35,000 and was able to start a restaurant of his own with his family using the settlement money.


Company tried to not pay our client who worked in an office overtime by claiming she was an exempt administrative employee and sales person. 


We threatened to bring a class action lawsuit against the company because they misclassified all the workers in the same position, and we were able to negotiate a premium settlement for our client. 


We secured our client $50,000 and she landed a new job the next week. She was able to buy a new car for commuting and put money into her retirement savings account.


“El-Hag helped me recover $100,000 in unpaid overtime because the time spent traveling was not paid”

How can I sue my employer for religious discrimination?

There are 3 ways that you can file a discrimination lawsuit against your employer in New York. You need to decide what avenue you will take and consider it carefully because generally once you choose one option, you cannot change your mind and pursue another option. This is known as the “election of remedies”.

The 3 main ways to bring a religious discrimination in workplace lawsuits are:

1) File a lawsuit directly in the New York State Supreme Court. You can file a lawsuit against your employer under the New York State Human Rights Law. You have three years from the time the discriminatory action occurred.

2) File a charge with the EEOC, NY Division of Human Rights (NYDHR) or another local agency. You can file a charge with the Equal Employment Opportunity Commission (“EEOC”) (Federal), NYS Division of Human Rights (State), or local agency (E.g., Westchester County). When you file with the NYS Division of Human Rights, the Division will dual file your charge with the EEOC and the cases will be investigated simultaneously. If the agencies find that your claim has merit, they will issue a probable cause finding and you can then have an administrative hearing to decide your case.

3) File a charge with the EEOC and NY Division of Human Rights, then file a lawsuit in Federal Court. If you file your charges with the EEOC and NYDHR, you can choose to file a lawsuit in Federal Court if you do not want to proceed with these agencies. Once you obtain a right to sue letter from the EEOC, you have a limited time to file a lawsuit in Federal Court to pursue your lawsuit.

Awareness is the first step to stopping religious discrimination. If any of the religious discriminatory work violations apply to you, then you should call El-Hag & Associates, P.C today. The most important thing is to keep track of the religious discrimination and harassment you were subjected to at work. Do not rely on your employer or others to do that for you.

In Westchester New York, many working men and women living in Yonkers, Mount Vernon, and New Rochelle are victims of religious discrimination. That is why El-Hag & Associates, P.C is a Westchester religious discrimination law firm, focusing on employment and labor law in Westchester New York. If you find that you have been discriminated against at work, contact El-Hag & Associates, P.C today and we can help you get the compensation that you deserve. Make sure you protect your rights and your livelihood.