A hospital in New Lenox, Illinois, violated federal law when it failed to provide a reasonable accommodation to an employee who requested to be exempt from receiving the COVID-19 vaccine because of her religious beliefs, the US Equal Employment Opportunity Commission (EEOC) charged in a lawsuit announced on March 27, 2026.
According to the EEOC’s suit, a certified surgical technologist first requested a religious accommodation from the hospital’s COVID-19 vaccine mandate in August 2021 because of her Christian beliefs. The hospital denied her request for an accommodation, and retaliated by terminating her employment in November 2021, even though she could have been accommodated without undue hardship, according to the suit.
Such alleged conduct violates Title VII of the Civil Rights Act of 1964, which prohibits discrimination because of religion as well as retaliation for complaining about it. The EEOC filed the lawsuit after first attempting to reach a pre-litigation settlement through its administrative conciliation process. The EEOC seeks monetary damages for the employee, including compensatory and punitive damages, and injunctive relief to prevent such unlawful conduct in the future.
“Workplace rules like vaccination requirements—while not inherently discriminatory—must adhere to Title VII’s protections for religious accommodation,” said Catherine Eschbach, acting general counsel for the EEOC. “These protections are a core safeguard of federal civil rights law. Where an accommodation can be provided without undue hardship, the law requires it. Unfortunately, that did not occur in this case.”
Compliance Perspective
Issue
Religious discrimination involves treating a person (applicant or employee) unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical, or moral beliefs. The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. Unless it would be an undue hardship on the employer’s operation of its business, an employer must reasonably accommodate an employee’s religious beliefs or practices. Federal equal employment opportunity laws also prohibit retaliation against applicants or employees who raise concerns or participate in investigations related to discrimination.
Discussion Points
- Review and update policies to clearly address religious accommodations, protections, and prohibitions against retaliation. Policies should outline how employees can request accommodations and how such requests will be evaluated and documented. Working with an experienced consultant can help ensure that policies remain compliant with evolving federal guidance and reflect best practices.
- Conduct regular training on anti-discrimination laws, with an emphasis on religious rights in the workplace. All employees should understand their rights, how to report concerns, and protections against retaliation. Supervisors and HR personnel should receive targeted instruction on handling accommodation requests and responding appropriately to complaints. To support ongoing staff education, Med-Net Academy offers the course Fraud Module 5 – Understanding Harassment and Discrimination, which reviews the laws that prohibit workplace discrimination and harassment. The course explains the differences between the two, outlines how to report concerns, and provides guidance on prevention strategies for a respectful and compliant work environment.
- Implement periodic audits, including anonymous staff surveys, to assess whether employees have experienced or observed religious discrimination. Include questions that evaluate whether employees feel safe reporting such issues without fear of retaliation. Facilities may benefit from partnering with external reviewers to conduct mock surveys or focused assessments that help identify gaps in current practices and proactively address potential areas of concern.
*This news alert has been prepared by Med-Net Concepts, Inc. for informational purposes only and is not intended to provide legal advice.*