Employers in the U.S. are required by Title VII of the Civil Rights Act of 1964 to make reasonable accommodations for employees with religious beliefs that conflict with work requirements, as long as doing so does not impose an “undue hardship” on the business.

Recent Rulings

A recent EEOC settlement with a Pennsylvania employer ruled that religious accommodations must be based on sincere beliefs without requiring employees to prove their religious affiliation.

The latest development of this ruling highlights the need for employers to address religious accommodations and ensure compliance with the Equal Employment Opportunity Commission (EEOC).

Religious Accommodations and Employer Obligations

Religious accommodations consist of adjustments to work requirements for religious commitments without compromising their job. Examples include:

  • Adjusting schedules
  • Allowing religious expression
  • Modifying dress codes

Title VII prohibits discrimination against applicants or employees based on their need for religious accommodations. This means that employers cannot refuse to hire, fire, or otherwise penalize individuals simply because they may require accommodation that does not impose an undue hardship on the business. Furthermore, the EEOC also prohibits retaliation against employees who request religious accommodations.

What Constitutes Undue Hardship?

An “undue hardship” is when the accommodation would result in substantial difficulties or expenses for the employer. Potential undue hardships can include:

  • Increased costs or reduced productivity
  • Risks to workplace safety
  • Infringements on other employees’ rights

Please note that the recent EEOC guidelines clarify that objections from coworkers or customer preferences rooted in personal hostility towards religion do not qualify as undue hardships.

Ensuring Compliance in the Workplace

To avoid legal issues, it’s essential for employers to take these steps when addressing requests for religious accommodations by an employee:

  • Communicate with the employee
  • Evaluate requests individually
  • Do not request documentation to validate faith
  • Consider alternative accommodations