Employer Guidance

Under Title VII of the Civil Rights Act of 1964, employers are required to reasonably accommodate an employee’s sincerely held religious beliefs or practices, unless doing so would cause undue hardship on the conduct of the employer’s business. 

Equal Employment Opportunity Commission

Key Points:

• Reasonable Accommodation: This may include flexible scheduling, voluntary shift substitutions, or modifications to workplace policies to allow for religious practices such as prayer. Equal Employment Opportunity Commission
• Undue Hardship: An accommodation may be denied if it imposes more than a minimal burden on the operation of the business. However, the Supreme Court clarified in Groff v. DeJoy (2023) that “undue hardship” requires a showing that the burden is substantial in the overall context of the employer’s business. Wikipedia

Steps to Address the Issue:

1. Formal Request: Submit a written request to your employer detailing your need for prayer breaks, specifying the times and duration, and suggesting possible accommodations that would not disrupt your work duties.
2. Engage in Dialogue: Discuss with your employer how these accommodations can be implemented without causing significant disruption to operations. For example, adjusting break times or making up time spent in prayer during other parts of the day.
3. Seek Assistance: If your employer denies the accommodation without valid justification, you can file a complaint with the Equal Employment Opportunity Commission (EEOC), which enforces laws against workplace discrimination.

Additional Considerations:

• Documentation: Keep records of all communications with your employer regarding your accommodation request.
• Legal Guidance: Consult with an employment attorney to understand your rights and the best course of action.

Employers are obligated to accommodate religious practices unless it causes undue hardship. Open communication and a collaborative approach can often lead to a satisfactory resolution.

Reminder: Retaliation is Prohibited:

• It is illegal for an employer to retaliate (e.g., with write-ups, discipline, or termination) against an employee for requesting a religious accommodation.