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1Scan for outdated or missing drivers - takes under a minute2Repair Windows errors before they cause bigger problems3Fix the driver behind crashes, sound loss and screen glitchesUnder U.S. federal law, an employer covered by Title VII generally must reasonably accommodate an employee’s or applicant’s sincerely held religious practice when it conflicts with a work requirement—unless the accommodation would impose an undue hardship. Since the Supreme Court’s 2023 decision in Groff v. DeJoy, undue hardship means a burden that is substantial in the overall context of the employer’s business, not merely a cost greater than “de minimis.”
Who is protected under Title VII?
The Equal Employment Opportunity Commission (EEOC) says Title VII’s religious-accommodation requirement applies to employers with 15 or more employees. It covers sincerely held religious beliefs, practices and observances that conflict with a work requirement. The protection is not limited to practices shared by every member of a faith, or to practices an employer regards as familiar or conventional; the facts of the request matter.
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Title VII also bars religious discrimination in employment terms and conditions, religious harassment, retaliation, and workplace or job segregation based on religion. For example, assigning an employee to a non-customer-facing role because customers may object to the employee’s religion can amount to prohibited segregation.
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These are federal protections. State or local law may provide additional rights or affect filing deadlines, and the applicable rules depend on the worker’s circumstances and location.
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What accommodations might work?
An accommodation is a practical adjustment that addresses the conflict between a religious practice and a work requirement. The EEOC lists options such as scheduling changes, voluntary shift swaps, dress or grooming exceptions, and changes to work practices or assignments. These are possibilities to discuss—not automatic guarantees of a particular solution.
| Conflict | Possible options | What to assess |
|---|---|---|
| Religious holiday, Sabbath, or other observance conflicts with a shift | Time off, a flexible schedule, a voluntary shift swap, or a transfer to a vacant position when appropriate | The timing and duration of the request, available coverage, voluntary swap options, workload effects, and concrete operational consequences |
| Prayer practice conflicts with scheduled work | A prayer break or an adjustment to the work schedule or practice | Whether the timing can be managed while meeting work requirements and whether the proposed adjustment has a practical operational impact |
| Religious attire or grooming conflicts with a dress or grooming rule | An exception for a hijab, turban, yarmulke or kippah, religious jewelry, facial hair, or other religious attire | The actual job-related safety requirements, any specific hazard, and whether a uniform, task, or other adjustment can address it |
| A religious practice conflicts with a job duty or other work rule | A change to a work practice or assignment, or another effective alternative | The specific conflict, available alternatives, and the practical effects of each option |
The same requested adjustment can have different effects in different workplaces. For instance, the EEOC notes that loose clothing near particular machinery may raise a real safety concern. The employer should examine the actual hazard and consider whether another adjustment would address it rather than impose a categorical ban based on assumption.
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How should an employee request an accommodation?
An employee can tell the employer that a religious practice conflicts with a work rule and that an accommodation is needed. The EEOC says the request does not have to be written and does not require special wording or “magic words.” A request can be made in ordinary conversation.
- Identify the conflict. Explain which work requirement conflicts with the religious practice and what adjustment would help. For example, an employee might say that a scheduled shift conflicts with a religious observance and ask to discuss a schedule change.
- Discuss the religious need and options. If the employer reasonably needs more information, the employee and employer should discuss the practice, the work conflict, and possible accommodations. The discussion should be individualized, not based on assumptions about what a religion requires.
- Consider effective alternatives. If more than one option would address the conflict, the employer may choose an effective reasonable alternative rather than the employee’s preferred option. EEOC best-practices guidance recommends considering the proposed option and explaining why it is not being granted.
- Revisit the arrangement if needed. If a proposed option presents a concrete operational problem, discuss alternatives such as voluntary shift swaps, schedule flexibility, a policy adjustment, or, when appropriate, reassignment.
The EEOC’s best-practices document offers practical guidance; it is technical assistance, not binding law.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.When can an employer deny a requested accommodation?
An employer may deny a particular accommodation if granting it would impose an undue hardship under the current legal standard. In Groff v. DeJoy (2023), the Supreme Court held that undue hardship is shown when a burden is substantial in the overall context of the employer’s business. The EEOC explains that the analysis considers all relevant factors, including the particular accommodation and its practical impact in light of the employer’s nature, size, and operating cost.
The former “more than a de minimis cost” shorthand is superseded. An employer should assess actual effects in context rather than treat any added cost or inconvenience as enough by itself.
- Potentially relevant effects: substantial cost, reduced productivity, safety, health or security concerns, and effects on other employees’ rights.
- Not a valid hardship on its own: customer fears or prejudices, or coworker objections rooted in hostility to religion.
- Useful next step: identify the specific operational concern, consider its practical impact, and assess whether a different effective accommodation would avoid it.
A safety concern should be tied to the actual work and risk. For example, if clothing could catch in machinery, the employer should evaluate that hazard and possible alternatives rather than assume that all religious attire is unsafe.
What if the request is refused or the employee faces retaliation?
Title VII prohibits retaliation for asserting rights under the law, as well as religious discrimination, harassment, and religiously based segregation. An employee who believes a violation occurred can contact the EEOC. The EEOC overview lists a general 180-day deadline to file a charge, which may be extended by state law. Federal employees generally must contact an EEO counselor within 45 days. These are general deadlines; the applicable deadline can depend on the circumstances, so a person considering a complaint should check promptly with the EEOC or a qualified legal adviser.
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