Federal Focus on Religious Accommodation and Workplace Compliance

Religious accommodation and anti-discrimination compliance remain active enforcement priorities for federal agencies. Title VII of the Civil Rights Act requires employers to reasonably accommodate a worker’s sincerely held religious beliefs, practices, or observances unless doing so creates an undue hardship.

The U.S. Equal Employment Opportunity Commission continues to play the leading federal enforcement role in this area. The U.S. Department of Labor has also expanded resources in this area through its recently launched Center for Faith. Announced Mar. 19, the initiative follows the executive order establishing the White House Faith Office.

The site includes resources for workers who may have experienced religious discrimination, including state-by-state guidance, and provides information for faith-based organizations on grants, retirement plans, workplace religious accommodations, religious expression for federal workers, and efforts to address anti-religious bias.

For employers, the broader takeaway is to review anti-discrimination policies and accommodation practices. Employers should review policies, train managers, document decisions, and monitor legal developments to ensure continued compliance with the law.