He asked for religious accommodation — then came a PIP and a pink slip
A former Allstate employee is suing the insurer, alleging he was fired over religious beliefs that kept him from turning his camera on during meetings.
The lawsuit, filed March 26 in the U.S. District Court for the Northern District of Illinois (Houngbo v. Allstate Insurance Company, No. 1:26-cv-03340), alleges that Apelete Houngbo, who worked as a Financial Consultant at Allstate from June 2023 to June 2025, was discriminated against, denied a religious accommodation, and ultimately let go because of his Indigenous religious practices.
According to the filing, Houngbo's beliefs prohibit him from appearing on camera during meetings and from taking part in activities involving alcohol. Allstate did not have a policy requiring employees to keep their cameras on, the suit states, but Houngbo's reluctance to do so was viewed unfavorably by management and negatively noted in his performance evaluations.
The sequence of events laid out in the filing is one HR professionals will want to pay close attention to.
In April 2025, after a report accused Houngbo of being uncooperative, he contacted Allstate's Human Resources department and explained that the conduct in question was tied to his religious beliefs. He also submitted a written request for accommodation, asking the company to respect his beliefs, stop the negative evaluations connected to them, and accommodate him going forward.
The suit alleges that Allstate did not engage in a good-faith interactive process and did not provide a reasonable accommodation.
On or about May 30, 2025, the filing states, Houngbo was informed that the manager involved had been reprimanded and that the matter was considered resolved. That same day, Allstate placed him on a Performance Improvement Plan. The PIP cited alleged underperformance, his use of vacation time, and his refusal to attend company events involving alcohol — conduct the filing says was consistent with his sincerely held religious beliefs. Less than a month later, on or about June 23, 2025, his employment was terminated.
The suit also raises wage-related claims, alleging Allstate failed to pay Houngbo for all hours worked during his final weeks of employment and did not issue his final compensation, including accrued vacation time.
For HR leaders, this case puts a spotlight on issues that are increasingly relevant in the hybrid workplace. Camera-on expectations may seem like a routine operational preference, but this lawsuit suggests they can quickly become accommodation flashpoints — particularly when tied to sincerely held religious beliefs. It also raises pointed questions about the timing and basis of performance improvement plans issued shortly after an employee requests a religious accommodation.
No determination has been made on the merits of the case. Houngbo is seeking back pay, front pay, compensatory and punitive damages, and attorney's fees.
