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Religious Exemption Available to Avoid Employer-Mandated Covid-19 Vaccine

August 5, 2021

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(This article should not be construed as legal advice—it’s only a Biblically based opinion. You should first consult with your attorney before taking any action.)

There was a question posed to me when I was a new Believer—“If you were standing in court accused of being a Christian, would there be enough evidence to convict you?”

I thought that was an interesting question. A bit works-oriented, but hey, I did get saved in a Baptist Church! 🙂

Well, fast-forward to today and that question may very well make the difference in whether or not you can claim a “Religious Exemption” from being required to take the Covid-19 vaccine to keep your job.

Many companies are demanding their employees get vaccinated or risk losing their jobs. They're doing this even though it's not technically legal as the va[[ine is still experimental.(1)

But FDA approval is coming...right or wrong.(2) So expect it to be legalized eventually.

For Believers, there are two possible ways around being forced to take a shot against your will—

1) A Medical Exemption
If you have a health condition that causes your doctor to recommend you not get vaccinated.

2) A Religious Exemption
If you can't be vaccinated due to a sincerely held religious belief.

A medical exemption is available for those with health conditions that would preclude them from taking the Covid shot. You can request this exemption if your doctor will certify it in writing. But this article will only deal with the Religious Exemption.

The U.S. Equal Employment Opportunity Commission (EEOC) says employers are legally able to mandate Covid-19 vaccines to employees.

However, the EEOC also says employees may refuse to get the vaccine based on their “sincerely held” religious beliefs and may request a religious exemption.

The EEOC says employers must provide a reasonable accommodation if the employees' sincerely held religious belief, practice, or observance prevents them from receiving the vaccination.

The exception is if the accommodation would require an undue hardship under Title VII of the Civil Rights Act of 1964. According to the Americans with Disabilities Act, ADA, undue hardship is defined as “significant difficulty or expense.”

An example of undue hardship would be if it would be too costly for the employer to administer or require other employees to do more hazardous work.

Regardless, any employer-mandated COVID-19 program must allow for religious accommodations.

The employer, although granting the exemption for the vaccine, is allowed to require the exempted employee to wear a mask, use social distancing or work remotely. But these measures are forbidden to be retaliatory.

What is a “Sincerely Held Belief”?

The EEOC, which enforces Title VII of the Civil Rights Act of 1964, uses a very broad definition of “religion.” It includes membership in a church or ministry, a belief in God, and firmly and sincerely held moral or ethical beliefs.

For example, an employee’s objection to an employer’s Covid-19 vaccine mandate could be based on a moral or religious belief against receiving certain chemicals in the body.

So that gets us back to the original question: Is there any evidence in your life to show that you’re a sincere Believer?

If employers question either the religious nature or the sincerity of an employee’s particular belief, practice, or observance, they can request additional supporting information from them…e.g., a letter from their pastor or ministry leader confirming their sincerely held beliefs.

So claiming a religious exemption boils down to one thing…do you have a “sincerely held belief”?

You don’t have to prove your belief; you just have to sincerely believe it and didn’t just make it up at the last minute to avoid the mandate.

Your pastor should be able to write a letter verifying you’re a Believer. Or, in the case of Compass, we will provide a testimony letter that you have been studying the Bible with us for however many years, through postal and digital mailings, Bible conferences, trips, etc.

What’s Your Actual "Sincerely Held Belief?"

My personal sincerely held belief is that if I took any of the vaccine shots I would be violating a NT Biblical command not to do anything I think will harm my body. I base that belief on this verse:

Or do you not know that your body is a temple of the Holy Spirit who is in you, whom you have from God, and that you are not your own? For you have been bought with a price: therefore glorify God in your body. 1Cor. 6:19-20

I honestly and sincerely believe God does not want me to take that Covid shot as it will harm a temple of the Holy Spirit. If I were to take the shot, I would not be glorifying God in my body.

But in requesting an exemption, you don’t have to quote scripture or prove anything. You only have to communicate: “I sincerely believe that taking the Covid vaccine shot would physically harm me and therefore would violate my religious convictions.”

If the employer won’t accept your Religious Exemption request and they fire you, you have the legal option to demand compensation. Your attorney is the one to help you decide if a lawsuit is the right course to take.

Another Option to Consider

If you wish to be more aggressive in your vaccine refusal and you don’t mind potentially creating a more adversarial relationship with your employer, you can request they first answer some questions about their vaccine mandate before you give them your answer.

This is quite scriptural as Jesus often answered a question with a question (Matt 22:41-46).

Examples of questions for your employer could be:

> If I take the Covid-19 vaccine, does my health insurance cover any adverse reactions?

> If I die from taking the vaccine, will my life insurance provide any coverage since this is an unapproved Emergency Use Authorization (EUA) Covid-19 injection?

> Are you aware that employees can file a civil suit against you should they suffer an adverse event, death, or termination from their place of employment?

> Have you reviewed the available databases of material adverse events reported to date for people who have received Covid-19 injections? Potential and reported adverse events include death, anaphylaxis, neurological disorders, autoimmune disorders, other long-term chronic diseases, blindness and deafness, infertility, fetal damage, miscarriage, and stillbirth.

> The Food and Drug Administration (FDA) requires that EUA vaccine recipients be provided with certain vaccine-specific information to help them make an informed decision about vaccination. Have you read, understood, and provided me (and all other employees) with these fact sheets and with current information on adverse events so that I/we can make an educated decision?

> According to Federal Trade Commission (FTC) Guidelines 17 and the FTC’s “Truth In Advertising,” promotional material—and especially material involving health-related products—cannot mislead consumers, omit important information, or express claims. All of this falls under the rubric of “deceptive advertising” (whereby a company is providing or endorsing a product), whether presented in the form of an ad, on a website, through email, on a poster, or in the mail.

For example, statements such as “all employees are required to get the Covid-19 vaccine to make the workspace safe” or “it’s safe and effective” leave out critical information.

Critical information includes the facts that Covid-19 injections are unapproved EUA vaccines that “may” or “may not” prevent Covid, won’t necessarily make the workspace safer, and could in fact cause harm.

Not providing links or attachments of the manufacturers’ fact sheets and current information on adverse events is omitting safety information. Are you aware of this?

Questions like those above will probably get your employer's attention. America’s Frontline Doctors has a downloadable form so you can use some or all of the suggested questions for the employer to read and sign. Click below to access:


This tact is interesting because if they read and don’t sign, they can’t make you take the vaccine. If they read and do sign, they are admitting liability if people are damaged by the vaccine.

There's a good chance employers don’t know much of the information in the questions provided and are just trying to be politically correct with their mandate... they may have never considered the ramifications of their actions.

America’s Frontline Doctors also has more information on your right to refuse vaccines and mandates:


Again, we’re not giving legal advice; only your attorney can do that. These are only observations from a Biblical perspective to show you have alternatives to discuss with your attorney. Also, Religious Exemptions can vary from state to state.

But never forget your main objective is to be a witness for Biblical truth. So whatever you do, pray the Lord will use you and your actions for eternal purposes.

Be anxious for nothing, but in everything by prayer and supplication with thanksgiving let your requests be made known to God. And the peace of God, which surpasses all comprehension, will guard your hearts and your minds in Christ Jesus. Phil. 4:6-7



(This article should not be construed as legal advice—it’s only a Biblically based opinion for Steel-on-Steel. "As iron sharpens iron, so one man sharpens another." Prov. 27:17)

Additional References:


Ask Allan: “My Employer Wants Me To Get The Vaccine! What Do I Do?”

(1) https://rumble.com/vkotev-employer-school-mandated-vaxx-not-legal-attorney-says-hold-the-line.html

(2) https://www.nytimes.com/2021/08/03/us/politics/pfizer-vaccine-approval.html

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Bill Perkins
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Bill Perkins
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