Employers are facing more challenges in protecting against religious discrimination at work, particularly with unconventional religions, according to the law firm of Pepper Hamilton, LLP. Under the U.S. Supreme Court’s definition of religion as a “sincere and meaningful belief,” it does not require a concept of God, or afterlife, says Partner Robert Ludolph. Purely “moral and ethical beliefs” can be considered religious, as long as they are held with the strength of religious convictions, he says. Unconventional religions such as Wicca, Asatru (based on Norse paganism of the Viking Age), and Creationism have to be recognized by employers. Ludolph says employers are obligated to reasonably accommodate an employee’s religion, and prove undue hardship to the business if they cannot.