![]() It also includes religious beliefs that are new, uncommon, not part of a formal church or sect, or only held by a small number of people. It includes traditional, organized religions such as Christianity, Judaism, Islam, Hinduism, and Buddhism. Title VII defines "religion" very broadly. A religious practice may be sincerely held by an individual even if newly adopted, not consistently observed, or different from the commonly followed tenets of the individual's religion.Ģ. ![]() This includes refusing to accommodate an employee's sincerely held religious beliefs or practices unless the accommodation would impose an undue hardship (more than a minimal burden on operation of the business). Title VII of the Civil Rights Act of 1964 prohibits employment discrimination based on religion. Are employers required to accommodate the religious beliefs and practices of applicants and employees? For more information about the EEOC’s resources on religious discrimination, please see. ![]() The Groff opinion clarified that “showing ‘more than a de minimis cost’…does not suffice to establish undue hardship under Title VII.” Instead, the Supreme Court held that “undue hardship is shown when a burden is substantial in the overall context of an employer’s business,” “tak into account all relevant factors in the case at hand, including the particular accommodations at issue and their practical impact in light of the nature, size and operating cost of an employer.” Groff supersedes any contrary information on this webpage. This document was issued prior to the Supreme Court’s decision in Groff v. Notice Concerning the Undue Hardship Standard in Title VII Religious Accommodation Cases.
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