Religious Discrimination

Religious Discrimination Attorney in Fort Lauderdale

Nearly 40 Years Fighting for Fort Lauderdale Employees: Trial-Ready from Day One

Since 1982, The Amlong Firm has represented Fort Lauderdale workers facing unlawful treatment on the job. Our employment law team handles religious discrimination cases for employees across Broward, Miami-Dade, and Palm Beach counties, and we prepare every case as if it will proceed to trial. That litigation posture matters: employers and their counsel know we go to court, which can give our clients stronger negotiating leverage from the start.

Fort Lauderdale’s workforce spans physicians, therapists, university professors, financial planners, and scientists. Employees in these fields often hesitate to speak up about religious discrimination, fearing the professional cost of coming forward. If you believe your employer has treated you differently because of your religion, a confidential conversation with our team costs you nothing.

Call our Fort Lauderdale religious discrimination attorneys at (954) 953-5490 to schedule a confidential consultation. We’re ready to listen and can tell you where your case stands.

What Religious Discrimination at Work Looks Like

Religious discrimination covers a wide range of employer conduct, and it doesn’t require membership in an organized religion. Federal and Florida law protect anyone with sincerely held religious, ethical, or moral beliefs, including pacifists and atheists. Employees may also have a claim if they’re treated adversely because of the religion of a spouse or close associate.

Conduct that may constitute religious discrimination includes:

Passing over a qualified employee for promotion in favor of someone who shares the supervisor’s religion
Disciplining employees differently based on their religious practices
Refusing to hire a qualified applicant because of their religion
Making insensitive remarks about religious figures or practices, including references to Jesus, Allah, Muhammad, or Buddha
Harassing an employee for requesting time off to observe a religious holiday the employer doesn’t recognize
Targeting teachers of minority faiths in settings like charter schools

Disparate treatment is the most direct form: explicit policies or conduct targeting someone because of their religion. Disparate impact is subtler, occurring when a neutral-seeming policy disproportionately excludes employees of a particular faith. A blanket headwear ban that refuses exemptions for hijabs, yarmulkes, or turbans is a common example. Religious harassment crosses the legal line when it’s severe or pervasive enough to create a hostile work environment or leads to an adverse employment action.

Why Fort Lauderdale Workers Choose The Amlong Firm

Our team brings 132 years of combined employment law experience, and 100% of our practice is devoted to litigation. We don’t dabble in employment law alongside other practice areas. When opposing counsel knows a firm litigates, the dynamics of settlement negotiations shift. Employers who might otherwise make low-ball offers may rethink their position when they know the case is genuinely trial-ready.

Founding Attorney Credentials
Founding attorney Karen Coolman Amlong was the first woman elected as a state legislator from Broward County, and she secured Florida’s first multimillion-dollar sexual harassment judgment. Our track record also includes victories at the U.S. Supreme Court. That record of landmark advocacy shapes how we approach every case we take.

Peer Recognition
Our recognition by AV PeerReview Rating, Super Lawyers, and Best Lawyers reflects the esteem of our peers in the legal community and underscores the quality of representation we bring to every religious discrimination claim.

Speak with a Religious Discrimination Lawyer in Fort Lauderdale

If your employer has treated you differently because of your faith, refused a reasonable accommodation, or retaliated against you for speaking up, we want to hear from you. The Amlong Firm serves clients in Fort Lauderdale and throughout Broward, Miami-Dade, and Palm Beach counties.

Contact us by phone at (954) 953-5490 or use our online contact form to request a confidential consultation. We’re here when you’re ready to talk.

Federal & Florida Law Covering Religious Discrimination

Two primary laws protect Fort Lauderdale employees from religious discrimination at work. Title VII of the Civil Rights Act of 1964 prohibits employers with 15 or more employees from discriminating based on religion in any aspect of employment, including hiring, wages, training, job assignments, promotions, and benefits. The Florida Civil Rights Act of 1992 mirrors those protections at the state level. Both statutes extend well beyond membership in organized religions to cover any sincerely held religious, ethical, or moral belief system.

Reasonable Accommodation & Undue Hardship

Title VII and the Florida Civil Rights Act both require covered employers to provide reasonable accommodations for an employee’s religious practices, unless doing so would cause the employer undue hardship. Under the standard established by the U.S. Supreme Court in Groff v. DeJoy (2023), an employer must show that granting an accommodation would result in substantially increased costs in relation to the conduct of its particular business. That’s a meaningfully higher bar than the previous standard.

Reasonable accommodations can take many forms:

Flexible scheduling or voluntary shift swaps to observe the Sabbath or other religious days
Time off for religious holidays or observances not recognized in the standard company calendar
Permission to wear religious attire, including hijabs, yarmulkes, turbans, or religiously mandated beards
Job reassignment when a specific duty conflicts with a sincerely held belief

An employer may not require employees to participate in religious activities, prayer, or faith-specific events as a condition of employment. If none of the recognized undue hardship factors apply to your situation, the law may require your employer to provide the accommodation. A refusal that doesn’t meet that legal threshold may be unlawful.

Hear From Our Happy Clients

“Karen is experienced, sharp, and driven by a pure and unrelenting sense of justice.”
“During one of the hardest times in my life, she was a beacon of trust and strength. I recommend her in the strongest terms.”

Tannen C. (Gender Discrimination)
“I was extremely pleased with Karen's strategy and results”
Ms. Amlong represented me as a 16b officer in a public company in a labor and harassment suit against my former employer. We were up against a giant with a powerful NY law firm across the table. Her experience and expertise allowed her overlook their intimidation and shame tactics and as a result, she was able to keep me calm and focussed on what was important versus reacting emotionally to their nonsense. While the matter was resolved under confidential terms, I was extremely pleased with Karen's strategy and results from same. I would highly recommend her.

Vickie A.
“I highly recommend this attorney for anyone who is looking for a strong aggressive attorney.”
“She fights for her clients and tries her best to ensure your rights are being protected. The decision to obtain Mrs. Amlong was the best choice I could have made dealing with my case.”

Curtis (Race Discrimination)
“Definitely would refer anyone to Karen or the firm in general.”
Very knowledgeable and worth your time. My case was on the easier side, but definitely would refer anyone to Karen or the firm in general.

Adryan C.
“Her experience and expertise allowed her to overlook their intimidation and shame tactics. I would highly recommend her.”
“Ms. Amlong represented me as a 16b officer in a public company in a labor and harassment suit against my former employer. We were up against a giant with a powerful New York law firm. I was extremely pleased with Karen's strategy and results.”

Vickie A. (Age And Gender Discrimination)
“Bill and Karen Amlong are the best employment lawyers that I know.”
“I have referred them several employment-related cases and they always get the job done. If you have an employment law question you should call The Amlong Firm.”

Attorney Sam C. (Endorsing Bill and Karen Amlong)
“Karen provided me with all of the information needed to enable me to make sound decisions supported by her recommendations each step of the way.”
“Her strategy and control of the process resulted in a fair settlement without having to go through a trial by jury.”

Jane (Age Discrimination)
“Karen is one of the finest employment lawyers in the state and likely beyond.”
“Not only knowledgeable on the substantive areas of the law, but also well-versed and skilled as a trial lawyer. I fully endorse this lawyer.”

Attorney Arthur S. (Endorsing Karen Amlong)

View All Reviews

Filing a Religious Discrimination Claim in Florida

Before filing a lawsuit under Title VII, you must first file a charge of discrimination with the Equal Employment Opportunity Commission (EEOC). In Florida, the EEOC and the Florida Commission on Human Relations (FCHR) work cooperatively, so a charge filed with one agency is typically cross-filed with the other.

Deadlines are strict and vary by statute:

Fort Lauderdale employees filing a Title VII charge must do so within 300 days of the discriminatory act, because Florida is a deferral state with its own anti-discrimination agency.
Claims under the Florida Civil Rights Act must be filed with the FCHR within 365 days of the act.
If the EEOC issues a right-to-sue letter, you generally have 90 days to file a lawsuit in federal court.

After a charge is filed, the EEOC may investigate, propose mediation, or issue a right-to-sue letter. Potentially recoverable damages can include lost wages and benefits, compensatory damages for emotional distress, attorney fees, and, in cases of willful or egregious conduct, punitive damages.

These deadlines are unforgiving. Acting promptly preserves evidence, protects witness recollections, and keeps your filing window open. The Amlong Firm handles the entire EEOC and FCHR charge process on behalf of our clients, from initial charge preparation through investigation and any resulting litigation.

Retaliation After Reporting Religious Discrimination

Federal and Florida law prohibit employers from retaliating against employees who report religious discrimination, request a religious accommodation, file a charge with the EEOC or FCHR, or participate in an investigation or proceeding related to a religious discrimination claim. Retaliation can take many forms: termination, demotion, reduction in hours, negative performance reviews, reassignment to less desirable positions, or any other adverse action that would discourage a reasonable person from asserting their rights.

You don’t need to prove that the underlying discrimination claim succeeds in order to prevail on a retaliation claim. You need to show that you engaged in a protected activity, your employer knew about it, and an adverse action followed because of it. Fort Lauderdale employees who face both religious discrimination and retaliation for reporting it can pursue both claims at the same time.

Constructive discharge is another form this harm can take. When an employer makes working conditions so intolerable that a reasonable person would feel compelled to resign, that forced resignation may itself constitute actionable discrimination or retaliation. If you were pushed out rather than formally terminated, your rights may still be intact.

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