Last week, the EEOC issued new guidance on how to apply anti-discrimination laws to an applicant or employee’s request for a religious exemption from an employer’s COVID-19 vaccination requirement.
Background: Title VII and Religion
The EEOC has previously explained that vaccine mandates are generally permissible, as long as there are exceptions provided for disability and religious reasons. Disability-related objections are governed by the Americans with Disabilities Act (“ADA”) whereas religious objections are governed by Title VII of the Civil Rights Act of 1964 (“Title VII”). The EEOC indicated that it was providing updated guidance because it expects the number of employers with vaccine requirements will increase in the coming months.
