Navigating Religious Accommodations

Religious accommodation requests can present employers with a range of considerations, particularly when they involve scheduling, workplace practices, dress requirements, or other aspects of an employee's religious observance.

In a recent SHRM article, Judith Homich, Assistant General Counsel and Human Resources Consultant at Engage PEO, provides perspective on how employers can evaluate accommodation requests and determine when a request may create an undue hardship. These requests can range from time off and scheduling changes to accommodations related to religious dress and workplace practices.

Judith points to operational disruption, workplace health and safety risks, and impacts on efficiency or productivity as factors employers may also need to consider.

Read the full article in SHRM: Religious Accommodations for Workers Vary Enormously