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Religious Discrimination | U.S. Equal Employment Opportunity Commission
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DeJoy</em>, 143 S. Ct. 2279 (2023) 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 EEOC webpages and in EEOC documents.</p> </div> </div> <p>Religious discrimination involves treating a person (an applicant or employee) unfavorably because of his or her religious beliefs. The law protects not only people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, and Judaism, but also others who have sincerely held religious, ethical or moral beliefs.</p> <p>Religious discrimination can also involve treating someone differently because that person is married to (or associated with) an individual of a particular religion.</p> <h2>Religious Discrimination & Work Situations</h2> <p>The law forbids discrimination when it comes to any aspect of employment, including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment.</p> <h2>Religious Discrimination & Harassment</h2> <p>It is illegal to harass a person because of his or her religion.</p> <p>Harassment can include, for example, offensive remarks about a person's religious beliefs or practices. Although the law doesn't prohibit simple teasing, offhand comments, or isolated incidents that aren't very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).</p> <p>The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.</p> <h2>Religious Discrimination and Segregation</h2> <p>Title VII also prohibits workplace or job segregation based on religion (including religious garb and grooming practices), such as assigning an employee to a non-customer contact position because of actual or feared customer preference.</p> <h2 id="reasonable">Religious Discrimination & Reasonable Accommodation</h2> <p>The law requires an <a data-entity-substitution="canonical" data-entity-type="node" data-entity-uuid="3a029a99-86f4-4864-b3e6-f099a429411d" href="/employers/coverage-0" id="CP___PAGEID=4361,coverage.cfm,5|" onmouseout onmouseover title="Coverage">employer or other covered entity</a> to reasonably accommodate an employee's religious beliefs or practices, unless doing so would cause a burden that is substantial in the overall context of the employer’s business taking into account all relevant factors, including the particular accommodation at issue and its practical impact in light of the nature, size, and operating cost of the employer. This means an employer may be required to make reasonable adjustments to the work environment that will allow an employee to practice his or her religion.</p> <p>Examples of some common religious accommodations include flexible scheduling, voluntary shift substitutions or swaps, job reassignments, and modifications to workplace policies or practices.</p> <h2>Religious Accommodation/Dress & Grooming Policies</h2> <p>Unless it would be an undue hardship on the conduct of the employer's business, an employer must reasonably accommodate an employee's religious beliefs or practices. This applies not only to schedule changes or leave for religious observances, but also to such things as dress or grooming practices that an employee has for religious reasons. These might include, for example, wearing particular head coverings or other religious dress (such as a Jewish yarmulke or a Muslim headscarf), or wearing certain hairstyles or facial hair (such as Rastafarian dreadlocks or Sikh uncut hair and beard). It also includes an employee's observance of a religious prohibition against wearing certain garments (such as pants or miniskirts).</p> <p>When an employee or applicant needs a dress or grooming accommodation for religious reasons, he should notify the employer that he needs such an accommodation for religious reasons. If the employer reasonably needs more information, the employer and the employee should engage in an interactive process to discuss the request. If it would not pose an undue hardship, the employer must grant the accommodation.</p> <h2>Religious Discrimination & Reasonable Accommodation & Undue Hardship</h2> <p>An employer does not have to accommodate an employee's religious beliefs or practices if doing so would cause undue hardship to the employer. Undue hardship is shown when a burden is substantial in the overall context of an employer’s business, taking into account all relevant factors in the case at hand, including the particular accommodation at issue and its practical impact in light of the nature, size and operating cost of the employer. An accommodation may cause undue hardship if it is costly, compromises workplace safety, decreases workplace efficiency, infringes on the rights of other employees, or requires other employees to unwillingly do more than their share of potentially hazardous or burdensome work.</p> <h2>Religious Discrimination And Employment Policies/Practices</h2> <p>An employee cannot be forced to participate (or not participate) in a religious activity as a condition of employment.</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-content" role="navigation"> <div class="usa-language__switcher usa-accordion"> <h2 class="usa-accordion__heading" id="language-switcher-heading"> <button class="usa-accordion__button" aria-expanded="false" aria-controls="language-switcher" id="language-switcher-button" aria-labelledby="language-switcher-heading" aria-describedby="language-switcher-button"> Translate this Page </button> </h2> <div class="usa-accordion__content usa-prose" id="language-switcher" aria-labelledby="language-switcher-button" hidden> <ul class="language-switcher-language-url usa-language__switcher-list links"><li hreflang="ar" data-drupal-link-system-path="node/24964" class="ar"><a href="/ar/altmyyz-alqaym-ly-aldyn" class="language-link" hreflang="ar" data-drupal-link-system-path="node/24964">عربي (Arabic)</a></li><li hreflang="zh-hans" data-drupal-link-system-path="node/24964" class="zh-hans"><a href="/zh-hans/zongjiaoqishi" class="language-link" hreflang="zh-hans" data-drupal-link-system-path="node/24964">简体中文 (Chinese, Simplified)</a></li><li hreflang="zh-hant" data-drupal-link-system-path="node/24964" class="zh-hant"><a href="/zh-hant/zongjiaoqishi" class="language-link" hreflang="zh-hant" data-drupal-link-system-path="node/24964">繁體中文 - Chinese (Traditional)</a></li><li hreflang="en" data-drupal-link-system-path="node/24964" class="en is-active" aria-current="page"><a href="/religious-discrimination" class="language-link is-active" hreflang="en" data-drupal-link-system-path="node/24964" aria-current="page">English</a></li><li hreflang="ht" data-drupal-link-system-path="node/24964" class="ht"><a href="/ht/diskriminasyon-sou-relijyon" class="language-link" hreflang="ht" data-drupal-link-system-path="node/24964">Kreyòl Ayisyen (Haitian Creole)</a></li><li hreflang="ko" data-drupal-link-system-path="node/24964" class="ko"><a href="/ko/jonggyojeog-chabyeol" class="language-link" hreflang="ko" data-drupal-link-system-path="node/24964">한국어 (Korean)</a></li><li hreflang="ru" data-drupal-link-system-path="node/24964" class="ru"><a href="/ru/diskriminaciya-po-religioznym-ubezhdeniyam" class="language-link" hreflang="ru" data-drupal-link-system-path="node/24964">Русском (Russian)</a></li><li hreflang="es" data-drupal-link-system-path="node/24964" class="es"><a href="/es/discriminacion-por-religion" class="language-link" hreflang="es" data-drupal-link-system-path="node/24964">Español (Spanish)</a></li><li hreflang="fil" data-drupal-link-system-path="node/24964" class="fil"><a href="/fil/diskriminasyon-batay-sa-relihiyon" class="language-link" hreflang="fil" data-drupal-link-system-path="node/24964">Tagalog (Tagalog)</a></li><li hreflang="vi" data-drupal-link-system-path="node/24964" class="vi"><a href="/vi/phan-biet-doi-xu-ve-ton-giao" class="language-link" hreflang="vi" data-drupal-link-system-path="node/24964">Tiếng Việt (Vietnamese)</a></li><li hreflang="pt-br" data-drupal-link-system-path="node/24964" class="pt-br"><a href="/pt-br/discriminacao-religiosa" class="language-link" hreflang="pt-br" data-drupal-link-system-path="node/24964">Português (Portuguese)</a></li></ul> </div> </div> </div> <div class="block block-block-content block-block-contentf9c519a1-df67-461d-996d-66779c365d1f"> <div class="usa-prose margin-top-3 clearfix text-formatted"> <div class="usa-prose margin-top-3 clearfix text-formatted field field--name-body field--type-text-with-summary field--label-hidden field__item"><div class="border padding-x-1 radius-md"><h2>Employer Coverage</h2><p>15 or more employees</p></div><p> </p><div class="border padding-x-1 radius-md"><h2>Time Limits</h2><p>180 days to <a href="https://www.eeoc.gov/employees/charge.cfm">file a charge</a><br><em>(may be extended by state laws)</em></p><p>Federal employees have 45 days to <a href="https://www.eeoc.gov/federal/fed_employees/complaint_overview.cfm">contact an EEO Counselor</a></p></div><p> </p><div class="border padding-x-1 radius-md"><h2>For more information, see:</h2><ul><li><a href="https://www.eeoc.gov/eeoc/publications/fs-religion.cfm">Facts About Religious Discrimination</a></li><li><a href="https://www.eeoc.gov/laws/statutes/titlevii.cfm">Title VII of the Civil Rights Act of 1964</a></li><li><a href="http://www.gpo.gov/fdsys/pkg/CFR-2016-title29-vol4/xml/CFR-2016-title29-vol4-part1605.xml">Regulations: 29 C.F.R. Part 1605</a></li><li><a href="https://www.eeoc.gov/laws/types/religion_guidance.cfm">Policy & Guidance</a></li><li><a href="https://www.eeoc.gov/data/enforcement-and-litigation-statistics-0">Statistics</a></li></ul></div><p> </p><div class="border padding-x-1 radius-md"><h2>See Also</h2><ul><li><a href="https://www.eeoc.gov/newsroom/search?keywords=religious" title="Latest EEOC Religious Discrimination News" aria-label id data-entity-substitution data-entity-type data-entity-uuid target>Latest EEOC Religious Discrimination News</a></li><li><a href="/fact-sheet-religious-accommodations-workplace">Fact Sheet: Religious Accommodations in the Workplace</a></li><li><a href="/examples-eeoc-enforcement-efforts-failure-provide-religious-accommodations-muslims">Examples of EEOC Enforcement Efforts for Failure to Provide Religious Accommodations to Muslims</a></li><li><a href="/sites/default/files/2023-05/WTD%20Antisemitism%20at%20Work%20May%202023-9_508%20final.pdf" title="What to Do If You Face Antisemitism at Work" aria-label id data-entity-substitution data-entity-type data-entity-uuid target>What to Do If You Face Antisemitism at Work (PDF)</a></li><li><a href="https://www.eeoc.gov/anti-arab-anti-middle-eastern-anti-muslim-and-antisemitic-discrimination-are-illegal">Anti-Arab, Anti-Middle Eastern, Anti-Muslim, and Antisemitic Discrimination are Illegal</a></li><li><a href="/laws/guidance/questions-and-answers-religious-discrimination-workplace" title="Questions and Answers: Religious Discrimination in the Workplace" aria-label id data-entity-substitution="canonical" data-entity-type="node" data-entity-uuid="5af82085-4798-420d-8016-428a17984598" target>Questions and Answers: Religious Discrimination in the Workplace</a></li><li><a href="/laws/guidance/best-practices-eradicating-religious-discrimination-workplace" title="Best Practices for Eradicating Religious Discrimination in the Workplace" aria-label id data-entity-substitution="canonical" data-entity-type="node" data-entity-uuid="4ebc8711-d833-479c-a03e-d60d0c4fccd3" target>Best Practices for Eradicating Religious Discrimination in the Workplace</a></li><li><a href="https://www.eeoc.gov/eeoc/publications/qa_religious_garb_grooming.cfm">Religious Garb and Grooming in the Workplace: Rights and Responsibilities</a></li><li><a href="https://www.eeoc.gov/eeoc/publications/fs_religious_garb_grooming.cfm">Fact Sheet on Religious Garb and Grooming in the Workplace: Rights and Responsibilities</a></li><li><a href="https://www.eeoc.gov/laws/types/fs-relig_ethnic.cfm">Employment Discrimination Based on Religion, Ethnicity, or Country of Origin</a></li><li><a href="https://www.eeoc.gov/eeoc/publications/muslim_middle_eastern_employees.cfm">Q&A for Employees: Responsibilities Concerning the Employment of Individuals Who Are, or Are Perceived to Be, Muslim or Middle Eastern</a></li><li><a href="https://www.eeoc.gov/eeoc/publications/muslim_middle_eastern_employers.cfm">Q&A for Employers: Responsibilities 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