Florida Employer Sued for Religious Discrimination

On June 4th, 2025, the Equal Employment Opportunity Commission (EEOC) issued a press release confirming that an employer in Florida is facing a lawsuit for religious discrimination. CEMEX Construction Materials Florida, LLC allegedly failed to provide an appropriate religious accommodation to a female employee who required a modest change to uniform requirements for religious reasons. In this article, you will find a more comprehensive overview of the case.

Florida Employers Face Religious Discrimination Lawsuit

In June of 2025, the EEOC filed a federal lawsuit against CEMEX Construction Materials Florida, LLC. Among other things, the EEOC alleges unlawful religious discrimination against a female employee. The case centers on a former ready-mix truck driver who is an Apostolic Christian. She requested an accommodation on religious grounds to be allowed to wear a close-fitting skirt over her work pants. While CEMEX has a safety policy barring loose-fitting clothing, the employee’s skirts were described as “close-fitting” and “fully compliant” with the policy. The company denied the request. Further, it ultimately terminated her after she refused to stop wearing the skirt. The company is being sued in the United States District Court for the Middle District of Florida.

Understanding Religious Discrimination Laws

In Florida, religious workers are primarily protected by federal law, specifically Title VII of the Civil Rights Act of 1964. The law prohibits employers from discriminating against employees based on their religion. Religious workers are protected against both disparate treatment and the failure to accommodate sincerely held religious beliefs and practices.

Indeed, employers must reasonably accommodate an employee’s religious practice unless doing so would impose an “undue hardship” on business operations. Courts have held that an undue hardship is more than a de minimis cost or burden. Religious accommodations may include exceptions to dress codes and scheduling modifications. 

Examples of Religious Accommodations 

Religious accommodations can come in a wide range of different forms. Indeed, there is no one specific type of accommodation. Different workers with different beliefs have different needs for adjustments to the workplace and its practices. It will depend on the nature of the employee’s beliefs and the workplace context. Here are a few of the most common examples:

• A Muslim employee may request to wear a hijab in violation of a company’s uniform policy;
• A Jewish employee may seek time off for Sabbath observance or high holy days;
• A Sikh worker may request an exemption from shaving for grooming standards; or
• A Christian employee may request not to work on Sundays due to religious observance.

In each case, the employer must assess whether the request can be granted without significant difficulty or expense. A blanket denial without evaluating the specifics of the situation may violate Title VII’s protection against religious discrimination in the workplace.

Get Florida Employment Discrimination Attorney

Religious discrimination cases are complicated. If you are an employee or employer with any specific questions or concerns about a religious discrimination claim, an experienced attorney can protect your rights, your interests, and help you determine the best course of action.