Respecting diverse religious practices in the workplace is fundamental to our nation’s values.
However, many government employees are intimidated or unsure about the extent of their rights when it comes to living out their religious beliefs at work.
This blog post will explain what federal employees should know about their rights to religious accommodations in the workplace.
We’ll discuss who qualifies for these accommodations, cover some examples of standard accommodations in the federal workplace, and offer tips for requesting an accommodation.
Understanding Religious Accommodations in the Workplace
The right to religious accommodations is guaranteed under federal discrimination law. Under Title VII of the Civil Rights Act, federal employers must reasonably accommodate employees’ sincerely held religious beliefs or practices.
An accommodation is simply an adjustment to the job environment that allows an employee to observe their religious belief or practice in the workplace.
A variety of beliefs can qualify as protected religious practices under Title VII. When it comes to workplace accommodations, the legal definition of “religion” is broad. It includes:
- Traditional organized religions—Judaism, Islam, Christianity, Buddhism, and Hinduism;
- Minority religions—belief systems held by a small number of people, even outside of a formal sect or institution; and
- Non-theistic beliefs—moral or ethical convictions held with the strength of religious views, even by those who are atheist or agnostic.
Certain firmly held positions do not qualify as protected religious beliefs under Title VII. For example, social, political, or economic philosophies and personal preferences are not grounds for an employee to receive a religious accommodation at work.
However, the law requires employers to consider accommodations for all sincerely held religious practices, even if they are newly adopted, observed irregularly, or outside the common tenets of the employee’s religion.
The only legal reason an employer can refuse to accommodate a religious practice is if doing so would pose an “undue hardship” to the employer, i.e., involves a substantial financial or operational burden.
Federal Religious Accommodation Examples
Reasonable accommodations for religious beliefs can take many forms, depending on the specific practice, an employee’s job responsibilities, and the employer’s resources.
The following are some examples of religious accommodations that federal employees frequently make in the workplace.
Schedule Changes for Religious Holidays or the Sabbath
Employees often request leave for important religious days outside an agency’s standard holiday schedule. Employees of religious groups that prohibit work on the Sabbath may also change their shifts to avoid certain hours on Fridays, Saturdays, or Sundays.
Adjustment to Uniform or Appearance Policies
Wearing specific garments like hijabs, yarmulkes, or turbans is integral to many religions. Agencies with dress codes that typically forbid scarves, head coverings, or facial hair often make exceptions for employees for whom this is a religious practice. If a garment can’t be accommodated due to health or safety issues, employers can consider other changes, such as alternate work assignments.
Breaks for Daily Prayers
Muslims, Hindus, and many other faiths require regular prayer at specific times throughout the day. Employees may request short breaks or schedule adjustments to observe these prayer times.
Accommodation for Dietary Restrictions
Employees who follow a faith-based dietary practice (e.g., kosher, halal, vegetarian, or veganism) can request alternate food options in cafeterias or at work-sponsored events.
Ability to Display Religious Symbols
Federal employees may want religious images or objects in their workspaces. These might include symbols, like a cross or Star of David, or quotes from a holy book.
Alternative Work Assignments
Sometimes, an employee’s faith may conflict with specific tasks or projects that arise in their role. For example, religious beliefs may lead a VA nurse to object to assisting end-of-life procedures or a lab technician at the Centers for Disease Control and Prevention from participating in studies involving genetic modification. Employees in these situations may request reassignment to avoid engaging in activities that go against their religious beliefs.
Exemption from Faith-Based Events
Employees who are atheists or agnostics may feel uncomfortable attending job-related ceremonies, training programs, or celebrations with a religious component or that are co-organized with a faith group. In these situations, employees may request not to attend these events and instead use their time to support the agency and its goals in another way, e.g., covering the responsibilities of those who attend.
How to Request a Religious Accommodation
Getting a federal religious accommodation under Title VII is an interactive, individualized process.
It starts with a federal employee informing their manager or agency that they would like a workplace accommodation due to a religious belief or practice. This can happen in a conversation or through a written request. Putting the request in writing can be helpful to ensure proper documentation of the process. Some agencies may even have a specific form for employees to complete.
In your request, it’s best to be as detailed as possible about:
- Your religious tradition,
- The beliefs or practices you’d like accommodated, and
- The specific accommodation that would help you practice your faith at work.
Your agency has the right to ask for more information to clarify the nature of your beliefs and understand how to meet your needs. The law doesn’t require them to grant you the exact accommodation you want. However, your employer must work with you to identify an accommodation that respects your beliefs and is operationally feasible.
Supporting the Federal Employees’ Right to Religious Expression
If you’re concerned about getting religious accommodation from your agency, the Federal Employment Law Firm of Aaron D. Wersing PLLC is here to help. Attorney Aaron D. Wersing has spent years advocating for federal workers to understand and exercise their rights as government employees. With his deep knowledge of federal law and experience negotiating with agencies over various employment disputes, Aaron D. Wersing and his legal team are prepared to support you throughout the accommodations process. Contact our office today to learn more about how we can help.
Aaron Wersing, Attorney at Law
Aaron Wersing is the founder of the Law Office of Aaron D. Wersing. Mr. Wersing graduated from the Georgia State University College of Law with a Doctorate in Jurisprudence and was the recipient of the CALI Excellence for the Future Award. Mr. Wersing previously attended the University of Georgia, where he received a Bachelor of Business Administration degree in Accounting. Mr. Wersing is an active member of his local community. Mr. Wersing acts as a volunteer attorney with Houston Volunteer Lawyers, the pro bono legal aid organization of the Houston Bar Association. He is also a member of professional legal organizations such as the National Employment Lawyers Association and the American Inns of Court. To reach Aaron for a consultation, please call him at (833) 833-3529.
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