Before she gets fired she should do her best to set it up for a successful lawsuit. She may decide not to file a lawsuit, but until that decision has been made she shouldn't throw away the opportunity. You didn't say which country she works in. I'll assume it's in the US. In a letter to her employer she should -Affirm that she loves working there -Outline the value she brings to the table (multi-lingual, reliable, etc) -Mention any awards or commendations she has received -State that she wants to continue working there It's a small thing but it's to close off the argument the employer might make that she didn't get the vax because she didn't care about continuing to work there. Next put the employer on notice that they are violating federal law -That the exemption is granted by federal law, not by the employer -That the employer does not have the authority to 'deny' a religious exemption -That the employer is not the arbiter of what is and isn't a sincere religious belief -Cite the relevant laws from Title VII and EEOC's interpretation of it -Request that the employer acknowledge the federally granted religious exemption and provide reasonable acommodation The idea is to set it up so that you look like you gave the employer every opportunity to make the right decision. Cite appropriate laws and so on, and reiterate your request. This is to cut off the line of argument that they weren't aware of the law or were mistaken about the law. All email communication should be BCC'd to a private email address as you want the evidence to be accessible after termination. Now if they fire her she will have a pretty good case. When you have a good case there will be lawyers willing to take it on contingency. It's like setting up a volleyball for the lawyer--all he then has to do is to spike it.