Typical religious accommodations during the holiday season include telework, flexible scheduling, shift adjustments or swapping, and exceptions to the dress code. One example of accommodating time off for religious reasons is when non-Christian employees agree to work on Christian holidays, or non-Jewish employees agree to work on Jewish holidays, allowing staffing levels to remain adequate for the business.
Some employees do not drink alcohol for religious reasons, so companies hosting holiday parties may want to make attendance voluntary and provide non-alcoholic beverages at the celebrations.
Under Title VII of the Civil Rights Act of 1964, employers are required to permit a valid religious accommodation request unless it would impose an undue hardship on the business. In 2023, the Supreme Court of the United States ruled in Groff v. DeJoy that employers must show a substantial burden to justify denying a religious accommodation request. A minor expense, a minor inconvenience, or an employee’s dislike of an accommodation granted in favor of...
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