Religious Accommodation at Work

Federal law protects workers from religious discrimination, and requires employers to make reasonable adjustments for religious beliefs and practices. On a jobsite, that can mean schedule changes, time to pray, dress and grooming exceptions, or a different task. Safety rules still matter, and often a solution exists that protects both the worker and the belief.

• Workers
• Employers

The basics

• Title VII of the Civil Rights Act applies to employers with 15 or more employees, plus unions and employment agencies. Many state laws cover smaller employers.
• It bans discrimination in hiring, firing, pay and other terms because of religion, and requires reasonable accommodation of a sincerely held religious belief, practice or observance, unless it would cause an undue hardship.
• Religion includes traditional faiths and also beliefs that are new or not part of a recognized group, if sincerely held. It doesn’t cover purely political or social views.
• You don’t need to use special words. Telling your employer that you need an adjustment for a religious reason is enough to start the conversation.

Common accommodations

• Changing your schedule or shift to avoid a day of worship or holy day, shift swaps or using leave
• Breaks or a space for prayer
• Dress or grooming exceptions, like a head covering, beard, long hair or religious clothing, when it can be done safely
• Exemption from a task, such as handling certain materials, or a transfer to a different job
• Not being required to take part in certain activities or meetings that conflict with your beliefs

Safety limits and creative solutions

• Employers may require PPE for safety. But the employer must still look for an accommodation that works. For example, a turban or head covering may be worn with a hard hat designed to fit over it, or a different head protection design; religious beards might be accommodated with a different type of respirator (such as a loose-fitting hooded PAPR) instead of a tight-fitting one. See Beards & Respirators and PAPRs.
• Some safety rules are real and can’t be set aside, like fall protection or fire-resistant clothing near arc flash. Employers should work with you to find something that meets the standard and respects the belief.
• A safety risk that can’t be solved is one factor in an undue hardship claim, but the employer should be able to explain why other options won’t work.

What “undue hardship” means

In 2023, the U.S. Supreme Court (Groff v. DeJoy) said that an employer can deny an accommodation only if it would result in substantial increased costs in relation to the conduct of the employer’s particular business. That’s a higher bar than before. Co-worker grumbling or inconvenience alone usually doesn’t count. Courts look at the facts of each case, including the size and resources of the employer.

How to ask

1. Tell your supervisor or HR about the belief and the change you need, ideally in writing and as early as you can.
2. Explain what you need and why, and offer ideas.
3. Be flexible: your employer may offer a different solution that still meets your needs.
4. Keep copies of your request and the answer.

If your request is denied or you’re punished

• Ask for the reason in writing.
• Employers can’t retaliate against you for asking.
• You can file a charge with the EEOC, generally within 180 days of the act (300 days in many states). See Discrimination & Harassment and Where to Get Help.
• Union members: also talk to your steward about the contract.

Checklist for requesting an accommodation

• Say what practice or belief is involved and what you need
• Make the request in writing and keep a copy
• Suggest options, including safety-compatible ones
• Respond to the employer’s follow-up questions
• Contact the EEOC or a lawyer if you’re denied

Last updated: October 4, 2026