Walgreens employees can refuse to sell condoms because of their religion


A recent viral tweet claims that a Walgreens employee refused to sell condoms to customers because of the worker’s ‘faith’. Here’s what the Walgreens policy says.

In early July, Nate Pentz, a Minnesota-based licensed realtor, tweeted that a Wisconsin Walgreens employee refused to sell him and his wife condoms because of the employee’s “faith.”

Since Pentz’s tweet was posted on July 3, a social media movement boycott Walgreens grows, and online searches show many people wonder if Walgreens employees can refuse to sell condoms to customers.


Can a Walgreens employee refuse to sell condoms to a customer because of the employee’s religious beliefs?



Yes, a Walgreens employee can refuse to sell condoms to a customer because of the employee’s religious beliefs. But they must refer the customer to another employee or manager on duty who can complete the transaction.


Walgreens told VERIFY that if “a team member has a religious belief that prevents them from meeting a customer’s needs, the company asks the employee to refer the customer to another employee or manager. service that can perform the transaction”. Walgreens also confirmed that Nate Pentz and his wife transaction now viral in a store in Wisconsin was made by another member of the team.

VERIFY reached out to Pentz on Twitter, and he said Walgreens called him and his wife after the incident and apologized. He said the company told them “it was a failure to form and deliver a transaction.”

“Instances like this are very rare, and our policies are designed to ensure that we meet the needs of our patients and clients while respecting the religious and moral beliefs of our team members,” Walgreens told VERIFY.

RELATED: Yes, pharmacists can legally refuse to fill a prescription

Walgreens policy follows the US Equal Employment Opportunity Commission (EEOC) tips on how to avoid rape Title VII of the Civil Rights Act of 1964. Title VII prohibits religious discrimination in employment, including religious harassment, and requires workplaces to accommodate religious beliefs and practices.

Under Title VII, an employer can use a variety of methods to provide reasonable religious accommodations to its employees, according to the EEOC. These accommodations may include flexible hours, voluntary replacements or exchanges of shifts and assignments, lateral transfers or shift assignment changes, and modification of workplace practices, policies, or procedures.

“When an employee’s religious beliefs or practices conflict with a particular job, appropriate accommodations may include releasing the employee from the job or transferring the employee to another position or location that eliminates the conflict. with the religion of the employee”, the EEOC writes.

Pentz told VERIFY that he and his wife no longer plan to shop at Walgreens in the future.

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