As the workplace becomes increasingly diverse in belief and practice, the U.S. Department of Labor (DOL) has launched a dedicated Center for Faith website to help employers and workers navigate religious liberty and anti-bias protections. Launched on March 19, 20206, this initiative has been established as part of a February 2025 Executive Order and its broader federal effort to eliminate religious discrimination and ensure that faith-based organizations can participate fully in the workforce.
Understanding the Landscape of Religious Bias
The DOL and the Equal Employment Opportunity Commission (EEOC) have noted an increase in religious discrimination claims, particularly regarding vaccine waivers, time off for services, and religious grooming practices.
Key areas of federal focus include:
- Combatting Specific Biases. The Center provides resources specifically aimed at addressing and eliminating Christian bias and anti-Semitism in the workplace.
- Broad Definition of “Religion”. Protections extend beyond traditional organized religions to include any sincerely held moral or ethical beliefs that occupy a place of importance similar to religious views.
- Prohibited Practices. Employers may not segregate employees (e.g., keeping them out of customer-facing roles due to religious attire) or terminate individuals for their beliefs.
The Standard for Religious Accommodations
A critical area for HR compliance is the “undue hardship” standard for religious accommodations. Following the 2023 decision in Groff v. DeJoy and subsequent Equal Employment Opportunity Commission (EEOC) guidance, the threshold for denying an accommodation has been clarified.
- Substantial Cost Requirement: To legally deny a request, an employer must prove that the accommodation would cause “undue hardship,” defined as incurring substantial increased costs in relation to the business’ operations.
- Examples of Accommodations: Common requests include flexible scheduling for worship, voluntary shift swaps, or exceptions to dress and grooming policies.
Next Steps for Employers
With the increased federal focus on religious freedom, employers should review their internal practices to ensure compliance and inclusiveness.
- Review Accommodation Policies: Ensure your process for handling religious accommodation requests is clear, consistent, and aligned with the “undue hardship” legal standard.
- Utilize Federal Resources: Visit the Center for Faith website to access the interactive map and ensure your organization is aware of state-specific protections. The DOL now offers an interactive state map detailing specific religious discrimination protections and overseeing offices in each state.
- Explore Partnership Grants: If your organization provides community services, review the new guide for navigating the federal grant process to see if you qualify for DOL-funded workforce development programs.
- Update Employee Handbooks: Consider including language that explicitly complies with federal and/or state laws on preventing religious discrimination and your process for requesting accommodations.
