The laws enforced by EEOC prohibit an employer from treating you differently, or less favorably, because you or a friend, parent, or someone else you associate with holds a particular religious belief (or non-belief). The laws enforced by EEOC protect all sincerely-held religious beliefs. It does not matter if you hold the beliefs of a traditional organized religion, such as Buddhism, Christianity, or Judaism, or if you hold what others consider nontraditional beliefs, such as Wicca and Rastafarianism. Non-believers also are protected from religious discrimination.
The laws enforced by EEOC also protect you from being harassed at work by managers, co-workers, or others in your workplace because of your religious beliefs.
The laws enforced by EEOC give you the right to request reasonable changes to the workplace because of your religious beliefs. We call these requests for "religious accommodation."
Although your employer does not have to grant every request for a workplace change, it is required to carefully consider each request and whether it would be possible. An employer might not have to grant your request if it would be too costly, have a negative impact on efficiency, reduce workplace safety, or have a negative impact on the rights of other employees.
Finally, the laws enforced by EEOC protect you from being punished or harassed at work because you or someone you closely associate with (for example, a relative or close friend) complains about religious discrimination. We call this your right to be protected from retaliation.
If you would like more information after reading the frequently asked questions, see the EEOC’s Religious Discrimination page.