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Making Religious Accommodations for Your Employees

As an employer, you have a lot on your plate. From hiring and managing employees to managing every task it takes to keep your small business in operation, there is always something that needs to be done, taken care of, or decided upon. This includes managing employees’ requests for religious accommodations.

Scheduling+ offers the best employee scheduling software. When you use our online time clock, you will make everyone’s lives easier. Employees can clock in and out from their computer or their phones. They can see the tasks you’ve assigned them, see their schedule, swap shifts with other employees, and request time off. Our mission is to make your life easier with our employee scheduling app. Below, we’ll offer up a few tips on how to manage your employees’ religious accommodation requests. Schedule a free demo of our online time clock today!


As required by the Civil Rights Act of 1964, employers have to make reasonable religious accommodations for employees as long as it’s not an undue hardship. Some of these include exceptions to the company’s dress and grooming policy, if for example, a woman does not wear pants, a woman wears a headscarf, or men cannot trim their beards. There are many facets to this law that an employer has to be cognizant of and respectful of to their employees. In general, keep in mind the following points.

Consider Religious Requests on an Individual Basis

Some employers have a hard time understanding religious requests, especially if they themselves aren’t religious. However, instead of overreacting, simply treat your employees’ request like any other request they have. Remember, being flexible is key to keeping employees for the long-term. Thus, as long as there is no undue hardship, honor your employees request. Besides, most of the time these are simple requests that don’t require a lot of modification of the employees’ job.

Reasonable Accommodations

On the flip side, knowing what is a reasonable religious accommodation is important. For example, if you have to hire additional employees or you are facing frequent overtime pay, then this is considered a hardship. However, unless you are on the verge of going out of business, Scheduling+ recommends that you do not deny a religious request. Otherwise, you could be opening yourself to a whole slew of litigation regarding discrimination charges, and not to mention bad press. We recommend just talking to your employee with an open dialogue to iron out a great solution that works for both of you.

Scheduling Tips

For the most part, religious accommodations will come down to scheduling, as some religions prohibit working on Sundays or during major religious holidays throughout the year. With Scheduling+ online time clock, you may not even have to do anything as the employee can handle scheduling switches, time-off requests, and the like for the days they need off.


In the end, accommodating employees’ requests for their religion is not only the right thing to do, but it will foster goodwill and loyalty to you. For many people, their identity is wrapped up in their religion. In fact, observing their religious holidays could be the most important time of the year for them. By simply being as accommodating as possible, especially in terms of scheduling time off, your employees will be appreciative and will most likely stay with you.

Scheduling+ makes accommodating religious requests easy. Our online time clock app will allow employees to see their schedule weeks in advance and have time to switch shifts with others or request time off without leaving you scrambling for coverage. As the best employee scheduling software, Scheduling+ can help. Contact us today for a free demo!