A San Diego Employment Law Attorney Explains How to Request Religious Accommodations at Work

By Eugene Bruno on January 5, 2026

Religious freedom is a constitutional right for everybody living in America, and it does not stop at the workplace. Both federal and California law protect employees who need accommodations at work because of their sincerely held religious beliefs.

At Eugene Bruno & Associates, our San Diego workplace discrimination lawyer understands how important it is for employees to know about their workplace religious rights and how to protect them.

Understanding Your Legal Rights Under Title VII and FEHA

Two primary laws protect employees seeking religious accommodations, Title VII of the Civil Rights Act of 1964 and the California Fair Employment and Housing Act (FEHA).

Title VII of the Civil Rights Act of 1964

Under federal law, Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating based on religion. Employers must provide reasonable accommodations for an employee’s sincerely held religious beliefs or practices unless doing so would create an undue hardship.

California Fair Employment and Housing Act (FEHA)

California law goes even further than federal law to protect religious rights in the workplace.  FEHA religious accommodation protections often provide broader safeguards than federal law. Employers in California must engage in a timely, good faith interactive process and provide reasonable accommodations unless they can show that it would cause significant difficulty or expense.

What Qualifies as a Sincerely Held Religious Belief?

Many employees assume their religion must be part of an organized church to qualify as a sincerely held religious belief under the law, but that isn’t true.

A sincerely held religious belief may include:

• Traditional, organized religions
• Less common or minority religions
• Personal religious beliefs that occupy a place in your life similar to traditional faiths
• Moral or ethical beliefs tied to spiritual conviction

Employers are not allowed to judge whether your belief is mainstream or widely accepted. The key question is whether your belief is sincerely held, not whether others share it.

The Employer’s Duty

Once you make a request for religious exemption at work, your employer must engage in a good faith interactive process. This means:

• Discussing your request with you
• Exploring possible accommodations
• Considering alternative solutions
• Avoiding automatic denials

Under FEHA religious accommodation standards, employers must actively participate in finding a workable solution. Simply ignoring your request or rejecting it without discussion may violate the law.

What Is Undue Hardship After Groff v. DeJoy (2023)?

For decades, employers had a relatively low bar to meet when it came to denying religious accommodations under Title VII religious discrimination law. They could argue that granting the request would impose more than a de minimis cost, meaning anything more than a minimal burden on the business. In practice, this allowed many employers to reject accommodations based on minor inconveniences.

In 2023, the standard for legally denying employee accommodations was raised due to a court case called Groff v. DeJoy. In the Groff decision, the U.S. Supreme Court declared that an employer must now show that granting a religious accommodation would result in substantial increased costs in relation to the conduct of its business. This is a significantly higher standard than the previous “more than minimal cost” test.

After Groff, an employer cannot deny a religious accommodation simply because:

• Coworkers are unhappy about shift changes
• It creates minor administrative inconvenience
• It requires some schedule adjustments
• It causes small operational disruptions

An employer must demonstrate that the accommodation would cause a real and significant financial or operational burden on the business as a whole.

How to Request a Religious Accommodation

While verbal requests can be legally sufficient, we recommend putting your request in writing, because it creates a clear record.

1.      Submit a Clear Written Request

You do not need to provide extensive theological detail for your request. Send an email or letter to HR or your supervisor that includes:

• A statement that you are requesting a religious accommodation
• A brief explanation of the sincerely held belief
• The specific accommodation you are seeking
• A willingness to engage in an interactive process

2.      Keep Copies

Maintain copies of all communications, including emails, HR responses, and policy documents.

3.      Participate in the Interactive Process

Be open to discussing alternatives if your original request cannot be granted exactly as proposed.

Common Examples of Religious Accommodations

In industries like healthcare, biotech, and government where vaccination or scheduling rules may be strict, religious accommodation issues frequently arise. San Diego employees may request accommodations such as:

• Schedule changes for Sabbath observance
• Shift swaps
• Prayer breaks during the workday
• Dress code exemptions for religious attire
• Grooming standard exemptions (beards, hair coverings)
• Vaccine exemptions based on religious beliefs
• Time off for religious holidays

Employers Don’t Have the Right to Ask Invasive Questions

Workplace religious rights protect you from invasive questioning. Employers may ask limited follow-up questions if they have an objective reason to question sincerity. But employers  cannot:

• Demand proof from a clergy member in all cases
• Require you to follow a specific denomination
• Harass or ridicule your beliefs
• Conduct intrusive theological investigations

The Importance of Documentation

Documentation is not always required. But if the dispute escalates, documentation can become more important. You may want to:

• Provide a brief written explanation of your belief
• Supply supporting materials if available
• Keep a timeline of events

What If Your Employer Denies Your Request?

An outright refusal without meaningful dialogue may violate both Title VII religious discrimination law and FEHA religious accommodation requirements. If your employer denies your request, ask for:

• A written explanation
• The specific reason for claiming undue hardship
• Confirmation that they engaged in the interactive process

Retaliation Is Illegal

If you experience retaliation after making a request for religious exemption at work, you may be eligible to file additional legal claims. Employers cannot retaliate against you for requesting a religious accommodation. Acts of retaliation may include:

• Termination
• Demotion
• Schedule reduction
• Hostile treatment
• Negative performance reviews

Why Legal Guidance Matters

Employers often frame denials around business necessity or policy compliance. But since Groff v. DeJoy, employers must meet a higher bar to prove undue hardship. An experienced San Diego religious accommodation attorney can:

• Evaluate whether your employer properly engaged in the interactive process
• Assess whether the undue hardship claim meets the legal standard
• Help you draft a strong written request
• Represent you before the California Civil Rights Department (CRD) or the federal Equal Employment Opportunity Commission (EEOC)
• Negotiate settlement offers with your employer
• Protect you from retaliation

Speak With an Experienced San Diego Workplace Discrimination Attorney

If you need guidance from a trusted San Diego religious accommodation attorney, contact Eugene Bruno & Associates today. Our firm has been recognized by Expertise.com for providing outstanding employment law services and we have an A+ rating from the Better Business Bureau.

We are here to help you understand your rights, evaluate your options, and take action when necessary. Call 1-888-BRUNO-88 (1-888-278-6688) for a free consultation today.