Employers must reasonably accommodate an employee’s sincerely held religious belief, practice or observance unless doing so would impose undue hardship on the conduct of the business.
Sincerity, not orthodoxy. The belief need not be part of an organised religion, need not be shared by others, and need not be theologically correct. Employers may inquire where there is an objective basis to question sincerity, but scepticism about the belief itself is not a lawful basis.
Common accommodations. Schedule changes and shift swaps for observance; dress and grooming exceptions; prayer or break time and space; exemptions from particular duties; and leave for religious holidays.
Undue hardship. The standard was clarified to require a showing of substantial increased costs in relation to the conduct of the particular business, considered against the employer’s size and operating cost. The earlier de minimis formulation is no longer sufficient, which means many denials that would previously have been defensible now are not.
Co-worker impact. Administrative costs and coordination burdens count; co-worker dislike of the accommodation or of the religion does not.
Process. As with disability, engage in a dialogue, consider alternatives, and document. An employer that denies without exploring options has the weaker record even where the accommodation genuinely would have been burdensome.