Minnesota Supreme Court weighs religious freedom vs. trans employee rights

Minnesota Supreme Court is considering a case on trans employee rights in Catholic schools.

On September 1, 2026, the Minnesota Supreme Court heard arguments in a high-profile case that tests the boundaries between religious freedom and employment discrimination protections. The case, MoChridhe v. Academy of Holy Angels and the Archdiocese of St. Paul and Minneapolis, involves Reyzl Grace MoChridhe, a former librarian at the Academy of Holy Angels, a Catholic high school in Richfield, Minnesota.

MoChridhe alleges she was terminated after disclosing her transgender identity despite her "excellent job performance." She filed her complaint in August 2024, stating the school's principal told her she could not continue employment if she proceeded with her gender transition. The Academy and the Archdiocese argue that requiring them to employ someone who does not adhere to their religious teachings would violate their First Amendment rights.

Greta Wiessner of Gender Justice, representing MoChridhe, contends religious institutions should not have broad discretion to deny employment to transgender individuals in secular roles. She said, "The court of appeals' unprecedented decision strips even secular employees like MoChridhe of employment law protections."

Justice Sarah Hennesy of the Minnesota Supreme Court highlighted the constitutional tension, explaining, "What this case really comes down to is whether the courts can compel any religious institution to hire employees who fundamentally disagree with sincerely held doctrinal beliefs." Meanwhile, Luke Goodrich, attorney for the Academy and Archdiocese, argued the complaint unfairly penalizes them for "maintaining undisputedly sincere religious standards for employment."

The decision will clarify how the Minnesota Human Rights Act intersects with First Amendment protections, particularly concerning non-ministerial employees at religious institutions. This follows a national trend of litigation examining religious employers' rights versus anti-discrimination protections, such as the U.S. Supreme Court's ruling in Our Lady of Guadalupe School v. Morrissey-Berru, though that case focused mainly on ministerial exceptions.