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6. What should I do if an applicant or employee asks for breaks, leave or other changes to a work situation because of his medical condition or his religious beliefs? | U.S. Equal Employment Opportunity Commission
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What should I do if an applicant or employee asks for breaks, leave or other changes to a work situation because of his medical condition or his religious beliefs? </li> </ol> </div> <div class="tablet:grid-col-auto margin-top-2 tablet:margin-top-0"> <div class="addtoany grid-row tablet:flex-justify-end"> <div class="block block-addtoany block-addtoany-block"> <span class="a2a_kit a2a_kit_size_32 addtoany_list" data-a2a-url="https://www.eeoc.gov/employers/small-business/6-what-should-i-do-if-applicant-or-employee-asks-breaks-leave-or-other" data-a2a-title="6. What should I do if an applicant or employee asks for breaks, leave or other changes to a work situation because of his medical condition or his religious beliefs?"><a class="a2a_button_print" aria-label="Print"></a><a class="a2a_button_email" aria-label="E-mail"></a><a class="a2a_dd addtoany_share" aria-label="Share the content" href="https://www.addtoany.com/share#url=https%3A%2F%2Fwww.eeoc.gov%2Femployers%2Fsmall-business%2F6-what-should-i-do-if-applicant-or-employee-asks-breaks-leave-or-other&title=6.%20What%20should%20I%20do%20if%20an%20applicant%20or%20employee%20asks%20for%20breaks%2C%20leave%20or%20other%20changes%20to%20a%20work%20situation%20because%20of%20his%20medical%20condition%20or%20his%20religious%20beliefs%3F"></a></span> </div> </div> </div> </div> </div> </div> <div class="region region-highlighted"> <div data-drupal-messages-fallback class="hidden"></div> </div> <div class="region region-content"> <div id="block-eeoc-uswds-content" class="block block-system block-system-main-block"> <article about="/employers/small-business/6-what-should-i-do-if-applicant-or-employee-asks-breaks-leave-or-other" typeof="schema:WebPage" class="usa-prose page"> <article about="/employers/small-business/6-what-should-i-do-if-applicant-or-employee-asks-breaks-leave-or-other" typeof="schema:WebPage" class="usa-prose page"> <h1><span property="schema:name" class="field field--name-title field--type-string field--label-hidden">6. What should I do if an applicant or employee asks for breaks, leave or other changes to a work situation because of his medical condition or his religious beliefs?</span> </h1> <span property="schema:name" content="6. What should I do if an applicant or employee asks for breaks, leave or other changes to a work situation because of his medical condition or his religious beliefs?" class="rdf-meta hidden"></span> <section class="layout layout--twocol-66-33"> <div class="grid-row grid-gap-lg usa-in-page-nav-container"> <div class="main-content-2 layout__region layout__region--content tablet:grid-col-8 margin-bottom-4 tablet:margin-bottom-0"> <div class="block block-layout-builder block-extra-field-blocknodepagecontent-moderation-control"> </div> <div class="block block-layout-builder block-extra-field-blocknodepagelinks"> </div> <div class="block block-layout-builder block-field-blocknodepagebody"> <div property="schema:text" class="usa-prose margin-top-3 clearfix text-formatted"> <div property="schema:text" class="usa-prose margin-top-3 clearfix text-formatted field field--name-body field--type-text-with-summary field--label-hidden field__item"><p> </p> <article class="media media--type-image media--view-mode-embed"> <div> <div class="field field--name-field-media-image field--type-image field--label-visually_hidden"> <div class="field__label visually-hidden">Image</div> <div class="field__item"> <img loading="lazy" src="/sites/default/files/migrated_files/employers/smallbusiness/faq/images/faq.jpg" width="800" height="250" alt="faq" title="faq.jpg" typeof="foaf:Image"> </div> </div> </div> </article> <p> </p> <div class="usa-alert usa-alert--info"> <div class="usa-alert__body"> <h4 class="usa-alert__heading">Notice Concerning the Undue Hardship Standard in Title VII Religious Accommodation Cases.</h4> <p class="usa-alert__text">This document was issued prior to the Supreme Court’s decision in <em>Groff v. DeJoy</em>, 143 S. Ct. 2279 (2023). The <em>Groff</em> opinion clarified that “showing ‘more than a <i>de minimis</i> cost’…does not suffice to establish undue hardship under Title VII.” Instead, the Supreme Court held that “undue hardship is shown when a burden is substantial in the overall context of an employer’s business,” “tak[ing] into account all relevant factors in the case at hand, including the particular accommodations at issue and their practical impact in light of the nature, size and operating cost of an employer.” <em>Groff</em> supersedes any contrary information on this webpage. For more information about the EEOC’s resources on religious discrimination, please see <a href="https://www.eeoc.gov/religious-discrimination">https://www.eeoc.gov/religious-discrimination</a>.</p> </div> </div> <div class="usa-alert usa-alert--info"> <div class="usa-alert__body"> <h4 class="usa-alert__heading">Notice concerning the Pregnant Workers Fairness Act of 2022</h4> <p class="usa-alert__text">This document was issued prior to enactment of the Pregnant Workers Fairness Act (PWFA), which took effect on June 27, 2023. The PWFA expands the rights of workers affected by pregnancy, childbirth, or related medical conditions to receive reasonable accommodations, absent undue hardship. To learn about protections under the PWFA, visit <a href="/node/134756" id rel target title="What You Should Know About the Pregnant Workers Fairness Act">What You Should Know About the Pregnant Workers Fairness Act</a>.</p> </div> </div> <p>We refer to these types of requests as requests for "reasonable accommodation." In general, you are required to provide reasonable accommodations (changes to the way things are normally done at work) to applicants and employees who need them for <a data-entity-substitution="canonical" data-entity-type="node" data-entity-uuid="87d9b37e-71e7-4137-af58-403c3f4377bb" href="/fact-sheet/small-employers-and-reasonable-accommodation" title="Small Employers And Reasonable Accommodation">medical</a> or <a href="http://www.eeoc.gov/policy/docs/qanda_religion.html#q6">religious</a> reasons.*</p> <p> </p> <p>However:</p> <ul> <li>You are <a data-entity-substitution="canonical" data-entity-type="node" data-entity-uuid="324ea891-90d9-41c2-aff8-1caef4f0c546" href="/publications/americans-disabilities-act-primer-small-business" id="http://www.eeoc.gov/eeoc/publications/adahandbook.cfm#undue|" title="The Americans with Disabilities Act: A Primer for Small Business">not required</a> to provide a disability accommodation that would require: <ul> <li>Incurring significant difficulty or expense;</li> <li>Changing the fundamental duties of the job;</li> <li>Lowering production or performance standards; or</li> <li>Tolerating misconduct.</li> </ul> </li> <li>You are <a href="http://www.eeoc.gov/policy/docs/qanda_religion.html#q9" id="http://www.eeoc.gov/policy/docs/qanda_religion.html#q9|">not required</a> to provide a religious accommodation that would pose more than a minimal cost or burden.</li> </ul> <p>To ensure that accommodation requests are handled properly and to prevent complaints:</p> <ul> <li>Consider developing a <a data-entity-substitution="canonical" data-entity-type="node" data-entity-uuid="5c222f9f-fb09-4436-b61e-b92387fb1d87" href="/employers/small-business/reasonable-accommodation-policy-tips" id="CP___PAGEID=193793,reasonable_accommodation_policy_tips.cfm,206|" title="Reasonable Accommodation Policy Tips">process</a> to handle accommodation requests that <a data-entity-substitution="canonical" data-entity-type="node" data-entity-uuid="324ea891-90d9-41c2-aff8-1caef4f0c546" href="/publications/americans-disabilities-act-primer-small-business" id="http://www.eeoc.gov/eeoc/publications/adahandbook.cfm#employeerequest|" title="The Americans with Disabilities Act: A Primer for Small Business">encourages discussion</a> with employees about what is needed;</li> <li>Ensure that managers know how to <a data-entity-substitution="canonical" data-entity-type="node" data-entity-uuid="9130a3dd-6739-45f6-8e08-3f0646a6a936" href="/employers/small-business/manager-responsibilities-reasonable-accommodation-tips" id="CP___PAGEID=194304,manager_responsibilities_reasonable_accommodation.cfm,206|" title="Manager Responsibilities - Reasonable Accommodation Tips">identify and respond</a> to accommodation requests;</li> <li>Determine whether you can provide temporary accommodation(s) if the agreed-upon accommodation cannot be provided immediately; and</li> <li>If you cannot provide the employee's preferred accommodation, determine whether you can provide an alternative accommodation and explain why the preferred accommodation was not provided.</li> </ul> <p>* Federal, state and local laws may require you to provide reasonable accommodations for other reasons. Federal, state and local government websites may have additional information about these laws.</p> <h3>See also:</h3> <p><a data-entity-substitution="canonical" data-entity-type="node" data-entity-uuid="0dab77db-7b04-42f9-b5b8-1ebbeeb71356" href="/employers/small-business/disability-accommodations-tips" id="CP___PAGEID=193789,tips_disability_accommodations.cfm,205|" title="Disability Accommodations Tips">Disability Accommodations Tips</a></p> <p><a data-entity-substitution="canonical" data-entity-type="node" data-entity-uuid="3ab63c0c-2579-4d1e-b025-a1d176a21fcb" href="/employers/small-business/religious-accommodations-tips" id="CP___PAGEID=193791,tips_religious_accommodations.cfm,205|" title="Religious Accommodations Tips">Religious Accommodations Tips</a></p> <p><a data-entity-substitution="canonical" data-entity-type="node" data-entity-uuid="5c222f9f-fb09-4436-b61e-b92387fb1d87" href="/employers/small-business/reasonable-accommodation-policy-tips" id="CP___PAGEID=193793,reasonable_accommodation_policy_tips.cfm,206|" title="Reasonable Accommodation Policy Tips">Reasonable Accommodation Policy Tips</a></p> <p><a data-entity-substitution="canonical" data-entity-type="node" data-entity-uuid="9130a3dd-6739-45f6-8e08-3f0646a6a936" href="/employers/small-business/manager-responsibilities-reasonable-accommodation-tips" title="Manager Responsibilities - Reasonable Accommodation Tips">Manager Responsibilities - Reasonable Accommodation Tips</a></p> <p><a data-entity-substitution="canonical" data-entity-type="node" data-entity-uuid="8e66d2ec-0ecb-4695-9994-767c77e06a56" href="/employers/small-business/leave-policy-tips" id="CP___PAGEID=193795,leave_policy_tips.cfm,206|" title="Leave Policy Tips">Leave Policy Tips</a></p> </div> </div> </div> </div> <div class="layout__region layout__region--content tablet:grid-col-4"> <div class="language-switcher-language-url block block-language block-language-blocklanguage-interface" role="navigation"> 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