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Religious freedom is a fundamental right, and New York City employees are legally protected from workplace discrimination based on their religious beliefs. Employers must provide reasonable accommodations for employees’ religious practices unless doing so would create an undue hardship on business operations. Let’s explore what qualifies as a religious accommodation, how to request one, and what to do if your employer refuses.
Legal Protections for Religious Accommodations
Both federal and New York City laws protect employees from religious discrimination and require employers to provide accommodations:
- Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating based on religion and requires them to accommodate religious practices.
- New York State Human Rights Law (NYSHRL) expands religious protections for employees throughout New York State.
- New York City Human Rights Law (NYCHRL) provides some of the strongest religious protections in the country. It requires employers to accommodate religious needs unless doing so creates a significant hardship.
Employers cannot refuse to hire, fire, or take adverse action against employees based on their religious beliefs or practices.
What Is a Religious Accommodation?
A religious accommodation is a modification to workplace policies or practices that allows an employee to observe their religious beliefs. Common accommodations include:
- Time off for religious holidays or observances
- Adjustments to work schedules for prayer or Sabbath observance
- Exceptions to dress codes for religious clothing or head coverings
- Dietary accommodations in workplace meal settings
- Exemptions from specific job duties that conflict with religious beliefs
Employers must consider these requests and grant them unless doing so would cause undue hardship.
What Counts as Undue Hardship?
An employer can deny a religious accommodation if it creates a significant difficulty or expense for the business. Examples of undue hardship may include:
- Excessive costs – Granting the request would be financially burdensome.
- Disrupting workplace operations – If an accommodation significantly impacts productivity or business needs.
- Health and safety concerns – If an accommodation poses risks to employees or customers.
However, minor inconveniences are not enough to justify denying a request. Employers must engage in an interactive process to find a reasonable solution.
How to Request a Religious Accommodation
Employees should follow these steps when seeking a religious accommodation:
- Submit a written request – Clearly explain the accommodation needed and the religious belief requiring it.
- Engage in discussion – Employers and employees should explore possible solutions together.
- Provide supporting documentation – While not always required, employees may submit a letter from a religious leader or organization.
- Follow up if denied – If an employer refuses the request without a valid reason, legal action may be necessary.
What to Do If an Employer Denies a Religious Accommodation
Religious rights in the workplace are protected under New York and federal law. If your employer has denied your request for a religious accommodation or taken negative action against you, Lipsky Lowe can:
- Assess whether the denial was lawful under federal, state, and city laws.
- Engage in negotiations with your employer to secure a reasonable accommodation.
- File claims with the EEOC or NYC Human Rights Commission if discrimination occurred.
- Pursue legal action if necessary to protect your rights.
No employee should have to choose between their religious beliefs and their job. If your employer has refused a reasonable accommodation, retaliated against you, or failed to follow the law, trust our employment lawyers to protect your rights. Contact us today to learn how we can help.