Religious protection for employees and applicants is guaranteed under Title VII of the Civil Rights Act.   The definition of “religion” for these purposes includes traditional, organized religion, as well as beliefs that are new, more uncommon, not part of a formal church or sect, or only held by a few people.

The EEOC's guidelines on religious accommodation state that employers must not discriminate against or allow other employees, managers, vendors, or customers to discriminate against an employee due to their religious beliefs and practices. Employers cannot take employment action (i.e. refuse to hire, fire, discipline) against an applicant or employee because of expected harassment from co-workers or for customer preference or any perceived customer preference.