Chick-fil-A Religious Discrimination Lawsuit Raises Franchise Compliance Questions

A Texas Chick-fil-A franchisee is facing a federal religious discrimination lawsuit that could serve as another reminder to franchise operators about the importance of accommodation policies and employment compliance across growing systems.

The lawsuit, first reported by The Wall Street Journal, was filed by the U.S. Equal Employment Opportunity Commission against Hatch Trick Inc., a franchisee operating multiple Chick-fil-A locations in Austin, Texas.

According to the EEOC, the franchisee violated federal law by refusing to reasonably accommodate an employee’s request not to work Saturdays in observance of her Sabbath and later terminating her employment.

The employee, who managed delivery drivers for one of the Austin locations, is a member of the United Church of God denomination, which observes a Saturday Sabbath. The EEOC said the employee disclosed the scheduling restriction during the hiring process, and the company initially accommodated the request before later requiring Saturday shifts.

The agency alleges the employee met with company officials multiple times and proposed several alternatives that would have allowed her to remain in her management role while continuing to observe her religious practices. According to the lawsuit, Hatch Trick instead offered her a non-managerial delivery driver position with lower pay, reduced benefits and fewer hours. When she declined the reassignment, the company terminated her employment.

“The duty under federal law to provide reasonable accommodation of religion reflects an acknowledgment by our society of the importance of faith in workers’ everyday lives and an abiding respect for those who observe religious practices as an expression of that faith,” acting EEOC Dallas Regional Attorney Ronald L. Phillips said in the agency’s press release.

The case highlights a growing operational challenge for franchise systems as labor pressures, scheduling demands and multiunit expansion increase the complexity of workforce management. While franchise brands often provide HR guidance and operational frameworks, franchisees remain individually responsible for complying with federal employment laws, including Title VII of the Civil Rights Act of 1964.

The EEOC filed the lawsuit in the U.S. District Court for the Western District of Texas after attempting to resolve the matter through its administrative conciliation process.