How to Request Religious Accommodations at Work

In the United States, your right to religious freedom doesn’t stop when you clock in for your shift. Federal law protects your ability to practice your faith, and that includes in the workplace. This protection often requires employers to make reasonable accommodations for their employees’ religious beliefs and practices.

Understanding your rights and knowing how to request these accommodations is crucial for ensuring you can maintain your religious observances without jeopardizing your job. Barrett & Farahany will walk you through the process, explain what to do if you face challenges, and highlight why fostering a religiously diverse workplace benefits everyone.

Understanding Your Right to Religious Accommodation

The right to religious accommodation in the workplace is primarily protected under Title VII of the Civil Rights Act of 1964. This federal law requires employers to reasonably accommodate an employee’s sincerely held religious beliefs or practices, unless doing so would cause an “undue hardship” on the employer’s business operations.

What does “undue hardship” mean? Following the Supreme Court’s decision in Groff v. DeJoy, the bar for an employer to deny a request is higher. An employer must now show that granting the accommodation would result in “substantial increased costs” or significant difficulty in relation to the conduct of their business. This means minor inconveniences or minimal costs are generally not enough to justify a denial.

Respecting religious diversity is not just a legal requirement; it’s a cornerstone of an inclusive and productive work environment. When employees feel respected and supported, morale improves, and the entire organization thrives.

A Step-by-Step Guide to Requesting Accommodation

Requesting a religious accommodation should be a straightforward and professional process. Following these steps can help ensure your request is communicated clearly and handled effectively.

Step 1: Notify Your Employer

The first step is to formally inform your employer of your need for an accommodation. It’s best to do this as soon as you recognize a conflict between your work duties and your religious practices.

• Submit a written request: While a verbal conversation is a good start, a written request to your direct supervisor or Human Resources department creates a formal record. An email or a memo is sufficient.
• Be clear and specific: In your request, explicitly state that you are seeking a “religious accommodation.” This clarity helps avoid any misunderstanding. Describe the specific religious practice and the accommodation you need. For example, instead of saying you need “time for prayer,” specify that you need a 15-minute break at 2:00 PM daily for prayer. If you need to wear a headscarf (like a hijab or yarmulke) that isn’t part of the standard uniform, state that clearly.
• Provide dates and times: If your request is for a specific event, like a religious holiday, provide the exact dates you need off.

Step 2: Explain the Conflict

Help your employer understand why the accommodation is necessary. You don’t need to provide an exhaustive history of your faith, but you should clearly explain how a specific work requirement conflicts with your religious beliefs or practices.

For example, if your company’s dress code prohibits head coverings, explain that your religion requires you to wear one. If a mandatory Saturday meeting conflicts with your observance of the Sabbath, explain that your faith prohibits work from sundown Friday to sundown Saturday. This context helps your employer understand the nature of the request.

Step 3: Propose Possible Solutions

Come to the conversation with one or more potential solutions. Proposing reasonable accommodations shows that you are thinking collaboratively and are mindful of the business’s needs.

Possible accommodations could include:

• A flexible work schedule or shift swaps with coworkers.
• Adjustments to break times.
• A quiet, designated space for prayer.
• Modifications to the dress code or uniform policy.
• Use of your vacation time for religious holidays.
• A lateral transfer to a position with duties that do not conflict with your beliefs.

Suggesting practical solutions can make it easier for your employer to say yes.

Step 4: Engage in the Interactive Process

Once you submit your request, your employer should engage in an “interactive process” with you. This is a dialogue to discuss your request and find a workable solution.

• Be prepared to discuss: Be open to discussing the details of your request with your supervisor or HR.
• Collaborate on a solution: Your employer isn’t required to grant your preferred accommodation if another effective option is available. Be open to compromise and work together to find a solution that meets your religious needs without causing undue hardship on the business.
• Provide more information if needed: Your employer may ask for additional information to better understand your request. As long as the questions are relevant, cooperating can help move the process forward.

When Your Request is Challenged

Even with a clear process, you might encounter resistance. It’s important to know your rights and what to do if your request is denied.

Your employer must provide a reasonable accommodation unless they can prove it creates an undue hardship. Remember, this is a high standard. If your employer denies your request, they should provide a clear reason why it constitutes a substantial cost or disruption.

If you believe your request was unreasonably denied, or if you face retaliation (like being demoted, disciplined, or fired) for making the request, you have legal options. You can file a complaint with the Equal Employment Opportunity Commission (EEOC) with the help of the attorneys at Barrett & Farahany.

Fostering Inclusive Workplaces

Requesting religious accommodation is about more than just your individual rights; it’s about creating a workplace culture where every employee feels valued. When employers and employees work together respectfully, they build a foundation of trust and mutual understanding. This cooperative spirit not only fulfills legal obligations but also contributes to a more harmonious, loyal, and productive workforce.

The attorneys at Barrett & Farahany have dedicated their careers to standing up for victims of discrimination and retaliation. If you have been mistreated at work due to your religious practices, our team has the in-depth knowledge to provide skilled and personalized representation. We work to ensure those responsible for discrimination are held fully accountable. Contact us today to schedule a consultation.