EEOC Sues Marriott Over Religious Discrimination: A Reminder to Employers on Accommodations
May 28, 2025
The Equal Employment Opportunity Commission (EEOC) has filed a federal lawsuit against Marriott Vacations Worldwide Corporation and Marriott Ownership Resorts, Inc., alleging religious discrimination under Title VII of the Civil Rights Act of 1964. The lawsuit centers on the companies’ refusal to accommodate a sales executive’s observance of the Sabbath.
According to the complaint, the employee—a Seventh-Day Adventist—was initially granted a schedule that excluded Saturday shifts. However, after a management change, Marriott began scheduling her to work on Saturdays. When she objected, her schedule was altered in ways that reduced her commissions, and she was ultimately forced to resign when Saturday shifts continued.
Key Legal Issues
This case highlights several important principles under federal law:
- Employers must provide reasonable accommodations for sincerely held religious beliefs and practices.
- Revoking an existing accommodation without a legitimate justification can constitute discrimination.
- Constructive discharge, where an employee is effectively forced to resign due to employer conduct, is actionable under Title VII and state and city anti-discrimination laws.
The EEOC’s suit seeks both injunctive relief and compensatory damages, reinforcing the agency’s commitment to protecting religious rights in the workplace.
What Employers Should Do
All employers—not just in the hospitality sector—should ensure:
- Requests for religious accommodations are handled consistently and objectively;
- Managers are trained to identify and escalate accommodation issues appropriately;
- Documentation is maintained throughout the accommodation process;
- No retaliation or undue hardship is imposed when accommodating religious practices.
This case serves as a clear reminder: religious accommodations are not optional. Employers have a legal duty to explore reasonable alternatives before denying a request.
For guidance on handling religious accommodations or reviewing your compliance practices, contact Sheryl Galler at sgaller@booklawllp.com or Chaim Book at cbook@booklawllp.com.
