Employers must reasonably accommodate employees' sincerely held religious beliefs or practices unless doing so would impose an undue hardship on the employer. A reasonable religious accommodation is any adjustment to the work environment that will allow the employee to practice his or her religion. Flexible scheduling, voluntary substitutions or swaps, job reassignments, lateral transfers and modifications to workplace practices, policies and/or procedures are examples of how an employer might accommodate an employee's religious beliefs.
TimeAndDate: June 2025 | July 2025 | August 2025
Multi-Faith Calendar
Interfaith Calendar
Religious Holidays Calendars
Policy Religious Accommodation
Policy Religious Accommodations Policy: Absences
Policy Leave Policy: Floating Holidays
Form Request for Religious Accommodation
SHRM Samples and Tools
Must employers allow employees to have religious holidays off?
Must an employer accommodate an employee who cannot work Saturdays due to religious beliefs?
Can we require documentation from a religious authority to verify an employee's request for religious accommodation?
SHRM HRQA
Additional Resources
Religious Discrimination
EEOC
Adjustment of Work Schedules for Religious Observances
OPM Fact Sheet
Work Restrictions and Other Obligations on Jewish Holidays
Orthodox Union
Muslim Holidays: Fact Sheet
Congressional Research Service | Apr 2023
Follow this Topic Employment Law Information Network | JD Supra
Related Reading
Prayers for Religious Holiday Time Off May Need to Be Accommodated by Employers
Ogletree | Oct 2024
Tips for Restaurants, Retailers When Faced With Sabbath Day Requests
Jackson Lewis | May 2024
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