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New Haven Religious Discrimination Lawyer

Facts You Need to Know About Religious Discrimination in Connecticut

Federal and state laws prohibit employers from engaging in religious discrimination against individuals in the workplace. The Connecticut Fair Employment Practices Act forbids "discrimination in employment on the basis of religious creed and includes all aspects of religious observances and practice as well as beliefs" (CT Gen. Stat. Sec. 46a-60). The act applies to both state and private employers with three or more employees.

Under Connecticut law, it is unlawful to deny, terminate or to discriminate against any person pertaining to compensation, terms and conditions, or privileges of employment due to their religious affiliation. The law prohibits employers to segregate, categorize or affect the status of employees in any respect that may hinder them in obtaining employment opportunities because of religion.

Searching for an attorney for a religious discrimination case in New Haven? Along with the common violations of religious discrimination, the law prevents employers from discriminating against the religious clothing and/or grooming habits of an individual. The U.S. Equal Employment Opportunity Commission (EEOC) has stated in a past religious discrimination case where "a reasonable accommodation can be made, the law prevents an employer from requiring an employee to choose between being hired and following his or her religious practices." Notable examples include Muslim head coverings, Sikh turbans and facial hair, and Jewish yarmulkes.

Religious Discrimination Attorney in New Haven, CT

The law requires employers to allow and make accommodation for a genuine religious practice on behalf of the employee. In the situation where a company is considering the hiring of an individual who requests a day off because of his or her religious affiliation, and the employer refuses the individual because of that, is demonstrating religious discrimination. Types of accommodations that are reasonable, such as not scheduling an employee to work on a Sabbath day and allowing flexibility in the dress code for religious garments can help protect the employee from religious discrimination.

Prejudice and insensitivity to your religion is illegal, unfair and extremely distressing personally. You have the right to equal treatment and should expect it in the workplace. When you are the victim of this type of discrimination, it can be difficult to determine how to best resolve it, and we can assist you. We move forward carefully and avoid litigation when possible. Documentation of discrimination in the workplace is important in establishing a case against an employer, and we can send a Demand Letter or an Investigation Letter as our first action, or engage in negotiations with your employer to assist you to get the matter resolved. Need an attorney for religious discrimination in New Haven? With a wealth of knowledge on the subject of religious discrimination, Axelrod & Associates has 47 years of combined experience fighting for religious rights in the workplace.


Put an end to religious discrimination in your workplace. Contact a New Haven religious discrimination lawyer!


  • Have Your Case Reviewed

    Complete our online questionnaire for a personal review by our law firm.

    Get Help Now
  • When Experience Matters Most

    We regularly litigate cases involving Fortune 500 companies.

    Company List
  • Get The Results You Deserve

    Click here to see a comprehensive list of companies we have litigated against.

    Proven Results
  • Can They Really Do That?

    Read common questions about what employers can and cannot do.

    FAQ Section

Contact Us

Axelrod & Associates LLC
New Haven Employment Discrimination Attorney

Located at: 8 Lunar Drive,
Woodbridge, CT 06525
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Phone: (203) 285-8294
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The information on this website is for general information purposes only. Nothing on this site should be taken as legal advice for any individual case or situation. This information is not intended to create, and receipt or viewing does not constitute, an attorney-client relationship.