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Religious Accommodations

Religious Accommodations in the Workplace

Employees may have the right to request changes in the workplace to practice their sincerely held religious beliefs.

These changes are called religious accommodations.

Under federal and Indiana civil rights laws, employers may be required to provide reasonable accommodations for an employee’s religious beliefs or practices unless doing so would create an undue hardship for the employer.

Religious accommodations help ensure that individuals are able to practice their faith while participating in the workplace.

What Is a Religious Accommodation?

A religious accommodation is a change to a workplace rule, policy, or practice that allows an employee to observe or practice their religion.

Religious accommodations may apply to many different types of sincerely held religious beliefs and practices.

Employers should evaluate accommodation requests on an individual basis and consider whether a reasonable solution is available.

Examples of Religious Accommodations:

Religious accommodations may take many forms depending on the employee’s beliefs and workplace responsibilities.

Examples may include:

  • Allowing religious head coverings or clothing
  • Modifying dress or grooming policies to allow religious practices
  • Adjusting work schedules to observe a Sabbath or religious holiday
  • Allowing time or space for prayer during breaks
  • Reassigning certain duties that conflict with religious beliefs when possible

The appropriate accommodation may vary depending on the circumstances.

When an Employee Can Request a Religious Accommodation:

An employee may request a religious accommodation when a workplace rule or job requirement conflicts with their religious beliefs or practices.

Requests may occur:

  • During the hiring process
  • After starting employment
  • When a religious need arises

A request does not need to use specific legal terms. An employee only needs to communicate that a workplace requirement conflicts with their religious beliefs.

What Employers May Ask:

If the need for a religious accommodation is not obvious, an employer may ask limited questions to understand the request.

Employers may ask for information confirming that the request is based on a sincerely held religious belief or practice.

Employers generally should not require extensive documentation or challenge an employee’s religious beliefs unnecessarily.

When an Employer May Deny a Religious Accommodation:

An employer may deny a religious accommodation if providing the accommodation would create an undue hardship for the business.

Undue hardship generally refers to a situation where the accommodation would cause significant difficulty or expense or interfere with business operations.

Employers should evaluate each request individually and consider whether alternative accommodations are available.

If You Believe Your Employment Rights Were Violated

If you believe you experienced harassment based on a protected class, you may be able to file a discrimination complaint.

The Indiana Civil Rights Commission investigates complaints involving discrimination in employment, housing, education, credit, and public accommodations.

To learn more about filing a complaint, visit the How to File a Discrimination Complaint page.