Restaurant Agrees to Settle Religious Discrimination Lawsuit over Modest Clothing

In September of 2025, multiple sources reported that a restaurant chain had agreed to settle a religious discrimination lawsuit for $50,000 regarding an applicant’s desire to wear modest clothing. This represents yet another victory in a long line of similar cases, and religious individuals are clearly experiencing greater success as they fight for their right to practice their faiths. What does this specific case teach us about religious discrimination in US workplaces?

Chicken Restaurant Allegedly Refused to Hire a Woman Because She Wanted to Wear Modest Clothing

The settlement in question does not represent an admission of guilt, but it does suggest that the restaurant chain was unconfident of success in a potential trial. The case revolves around a woman who claims that she was not hired because of her desire to wear modest clothing. As Franchise Times reports, the woman applied for a position and secured a meeting with the manager of a restaurant. 

During communications with the franchise, the applicant expressed her desire to wear modest clothing. In response, the manager told the woman that she had permission to wear long skirts. A face-to-face meeting then occurred with the manager, and the applicant revealed the fact that she was Pentecostal. Upon hearing this news, the manager allegedly raised his hands in the air and said, “Nah, nah, nah!”

The woman went ahead and applied for the position, but she did not hear back. After one week, the applicant’s daughter (who worked at the restaurant) asked the manager whether her mother had been hired. According to the daughter, the manager revealed that he had rejected the applicant due to her religious beliefs. The manager also stated that her decision to wear longer skirts was a major factor in his decision to reject her. 

The Equal Employment Opportunity Commission Gets Involved

The EEOC became involved and helped the woman file a religious discrimination lawsuit against the restaurant. An EEOC investigation subsequently determined that the restaurant was in desperate need of new servers, but they nevertheless neglected to hire the qualified plaintiff. Investigators also determined that the restaurant hired two other servers at approximately the same time. 

The settlement agreement not only includes a cash payout for the plaintiff, but also a promise by the franchise not to engage in any similar misconduct. To ensure adherence, the EEOC and the franchise have agreed to provide special anti-discrimination training to its managers for the foreseeable future.  

Anti-Discrimination Training Can be Costly

This training could become crucial for businesses across the nation, as these types of lawsuits are seemingly becoming increasingly common. Although one might argue that the manager’s conduct was a simple mistake, it nonetheless had major consequences for the business in question. On the other hand, a fine of less than $50,000 is probably nothing more than a slap on the wrist for a major restaurant chain. The real cost may come from the mandatory training, which may be expensive to implement across the organization’s many franchises. 

Various sources report that the cost of anti-discrimination training can range from hundreds to thousands per employee. For many companies, this could represent millions in additional expenses – and these costs may continue for the foreseeable future. 

The Goal of the Universal Life Church’s Blog

Each month, various lawsuits test the nature of religious rights in this country. While the basis for many religious rights is the United States Constitution, there are still countless cases that question the exact nature of these rights. The Universal Life Church’s blog is focused on documenting the most noteworthy of these cases in an objective manner that can be easily understood by readers.