Pediatric Hospital to Pay $650,000 Over Alleged Failure to Accommodate Religious Objection to Performing Sex-Rejecting Medical Procedures

HOUSTON — A large healthcare provider specializing in pediatric care and services will pay $650,000 and provide other relief to resolve a charge involving an employee’s religious objection to performing work related to sex-rejecting medical procedures, the U.S. Equal Employment Opportunity Commission (EEOC) announced today.

The religious discrimination charge alleged that the hospital violated Title VII of the Civil Rights Act of 1964 by failing to provide an employee with a religious accommodation from providing minor patients with sex-rejecting medical procedures, including hormones, and related work duties. According to the charge, the employee was discharged after requesting the accommodation. The parties voluntarily resolved the matter through the EEOC, without admission of liability, avoiding the need for further administrative proceedings.

“An employer must show a substantial burden — not mere inconvenience — before denying a religious accommodation, including accommodation requests arising from religious beliefs about biological sex,” said EEOC Chair Andrea Lucas. “The freedom to live and work consistent with one’s faith is a fundamental American principle, and employees should not be forced to choose between their religious convictions and their livelihoods. Consistent with Executive Order 14168 and the Commission’s National Enforcement Plan, the EEOC is prioritizing enforcement of workers’ freedom to hold religious beliefs about the binary nature of sex and their right to related religious accommodation.”

As part of the three-year settlement agreement resolving the charge, the hospital agreed to pay $650,000 to the employee. The company also agreed to review its policies to ensure compliance with Title VII, provide training to all supervisory and management personnel on religious accommodations and retaliation, and report religious accommodation requests and retaliation complaints to the EEOC for the duration of the agreement.

“Protecting workers from religious discrimination is a core priority under the EEOC’s National Enforcement Plan, and this resolution reflects that commitment,” said Jeremy Crosbie, deputy director of the EEOC’s Houston District. “We are pleased the parties reached a meaningful agreement — one that not only provides relief to the affected employee but also strengthens the employer’s practices to help prevent future discrimination.”

Since January 2025, the EEOC has taken over 40 public actions to defend employees’ religious liberty, including filing lawsuits, resolving lawsuits via consent decrees, and resolving charges via public conciliations and other forms of pre-litigation settlements.

Title VII requires covered employers to reasonably accommodate an employee’s or applicant’s sincerely held religious beliefs, practices, or observances unless doing so would impose an undue hardship on the employer’s business. Among other things, religious accommodations may include schedule changes; voluntary shift swaps; dress or grooming accommodations; prayer breaks; or other adjustments that allow individuals to observe their faith while continuing to perform their job duties. Employers must evaluate accommodation requests in good faith and may not discriminate or retaliate against individuals for requesting or receiving a religious accommodation. For more information on religious discrimination, please visit https://www.eeoc.gov/religious-discrimination. 

The EEOC’s Houston District Office has jurisdiction over Southeast Texas, and Louisiana.

The EEOC is the sole federal agency authorized to investigate and litigate against businesses and other private sector employers for violations of federal laws prohibiting employment discrimination. For public sector employers, the EEOC shares jurisdiction with the Department of Justice’s Civil Rights Division. The EEOC also is responsible for coordinating the federal government’s employment antidiscrimination effort. More information about the EEOC is available at www.eeoc.gov.