Aria and Luxor Settle EEOC Claims Over COVID Vaccine Religious Exemptions

Two of Las Vegas’ biggest casino-resorts—Aria and Luxor—have quietly closed the chapter on a contentious issue stemming from the pandemic: religious vaccine exemptions. The Equal Employment Opportunity Commission (EEOC) says both properties denied accommodation requests based on religion, violating federal civil rights protections. No admission of guilt, but a deal was struck.

The EEOC announced Thursday that there was “reasonable cause” to believe both resorts ran afoul of Title VII of the Civil Rights Act of 1964. The resolution? Conciliation agreements that include staff training, policy reviews, and an unspoken nudge to do better next time.

Allegations Rooted in the Pandemic’s Shadow

This isn’t about anti-vaxx sentiment. It’s about process, rights, and who gets to decide what counts as a sincerely held belief.

The cases stem from workers who claimed their religious objections to the COVID-19 vaccines were brushed off. That alone, under Title VII, isn’t automatically illegal. But if an employer fails to even consider an accommodation or enforce policy fairly, that’s where legal problems start.

The EEOC’s finding of “reasonable cause” means investigators found evidence suggesting discrimination likely occurred—even if it doesn’t prove guilt outright.

No Money Talk, But Mandated Change

The settlement terms haven’t been made public—no figures, no fines, no official blame. But that doesn’t mean the outcome was toothless.

Instead, both resorts agreed to take action behind the scenes:

• Implement training programs for HR departments specifically on religious accommodation under Title VII

• Conduct reviews of how past vaccine exemption requests were handled

• Improve documentation practices to track future requests and responses

The focus is now on prevention, not punishment. And while the EEOC didn’t name specific employees or incidents, the fact that two major Strip properties were flagged speaks volumes.

Why Title VII Still Matters—Even in 2025

This case may seem like old news—after all, peak pandemic policies are in the rearview. But legal experts say it’s far from irrelevant.

Title VII is a decades-old law that protects workers from discrimination based on religion, among other things. It requires employers to consider reasonable accommodations unless doing so would create undue hardship.

So while many businesses moved quickly during COVID, some may have skipped critical steps when reviewing vaccine objections. The law didn’t go on pause just because the virus was spreading.

And now, those lapses are catching up—slowly, but surely.

The Bigger Picture for Employers Nationwide

This isn’t just about Las Vegas. Other companies have faced similar scrutiny from the EEOC for handling vaccine mandates without fully assessing exemption requests.

In 2022, health systems, airlines, and universities faced public pushback and lawsuits. Some cases fizzled out. Others ended in settlements or policy overhauls. A pattern is starting to form.

Here’s what employers should be thinking about now:

• Don’t assume every objection is invalid. Review each request individually.

• Document every step—what was asked, what was said, what was decided.

• Train managers and HR teams to recognise bias or unintentional discrimination.

It’s not just about avoiding lawsuits—it’s about treating people fairly. And, frankly, it’s about staying out of the headlines.

Strip Resorts Remain Tight-Lipped

Neither Aria nor Luxor issued public statements after the EEOC’s announcement. Parent company MGM Resorts International also declined to comment.

That silence isn’t unusual in cases like this. Settlements that include “no admission of liability” often come with nondisclosure agreements or media guidance. But behind closed doors, there’s likely a flurry of internal memos, HR meetings, and compliance updates.

Here’s how the properties are reportedly responding:

Both are still open. Still hosting concerts, poker nights, and splashy pool parties. But now, quietly, they’re also rethinking HR policy—far from the gaming tables and neon lights.