Starting from framing the principle of non-discrimination and religious freedom in the European Union (EU) context, this chapter investigates the issue of wearing religious clothing at the workplace in light of the application and interpretation of the 2000 Employment Equality Directive establishing a general framework for equal treatment in employment in EU Member States. In particular, it shows that the choice of employees to wear religious symbols or clothing has given rise to issues of balance among opposing rights (freedom of thought, conscience and religion v. freedom to conduct a business). It highlights the danger of indirect discrimination when an apparently neutral provision, criterion, or practice disadvantages persons of a particular religion compared to others (Article 2.b), and the different treatments exceptionally admitted as’ genuine occupational requirements’ (Article 4). Indeed, religious freedom, and in this specific case the freedom of employees to wear religious clothing, might conflict with the employer's economic interests and/or activity. Furthermore, a “neutrality policy” in the workplace related to the freedom to conduct a business, as provided in Article 16 of the EU Charter of Fundamental Rights, can lead to disproportionate discrimination on the basis of religion, hence risking the prevalence of the employer's economic interests. From this perspective, the chapter emphasizes that in recent years, wearing religious clothing has become a crucial issue in regard to equal treatment in private employment and the protection of fundamental rights that end up being assessed by national courts on a case-by-case basis.