The number of self-identified atheists and nonreligious individuals is increasing, yet research examining discrimination toward atheists in the workplace remains rare. The present study expands prior work on religious hostile work environment complaints to one involving an atheist employee alleging discrimination. In the present study, 234 students and community members (gender: 133 women, 93 men, 6 nonbinary/ transgender, 2 unreported; religious status: 126 religiously affiliated; 75 "none"; 10 atheist; 6 agnostic; 17 unreported) were recruited to complete an online legal decision-making study. Participants read the complaint of an atheist employee alleging that an Evangelical Christian supervisor's proselytizing constituted discrimination. Participants were randomly assigned to one of four conditions varying the complainant's gender (male; female) and student status (student; worker) to examine the role of similarity. Participants completed legal measures from both the objective perspective required by the law and their own subjective perspective to examine the role of self-referencing. Participants' subjective ratings of whether the conduct would constitute discrimination if it happened to them generally affected their objective ratings of whether the atheist employee had been discriminated against. Religious status similarity, as well as gender, affected participants' legal ratings. In particular, nonreligious, atheist, and agnostic participants were more likely to see the conduct as discrimination, while Evangelical Christian participants were less likely. Results show that self-referencing and similarity affect how people perceive workplace discrimination faced by atheists. Recommendations for future research and workplace trainings are discussed.