United States Supreme Court Broadens Religious Accommodations for Workers

The Supreme Court’s recent decision in Groff v. DeJoy has far-reaching implications for employers across the country. The ruling changes the standard for how employers must analyze religious accommodation requests by employees.

Previously, employers were able to avoid meeting religious requests simply by arguing that it would cost them more than a de minimis, or trivial, amount. However, the Supreme Court in Groff ruled that this standard is too low. The Court held that an employer can no longer show an undue hardship merely by showing that they will be hit with a trifling expense.

Instead, the Court established a new standard for religious accommodations. Under this new standard, an employer may meet the test regarding the failure to accommodate religious employees’ requests if doing so would result in “substantial increased costs” to the business.

This new standard is likely to inspire a wave of litigation from employees testing what it means. Employers should take steps to ensure compliance with the new standard, including:

• Reviewing and updating their company’s policies to reflect the new standard.
• Fostering a culture of open communication and dialogue to prevent misunderstandings and potential legal disputes.
• Proactively managing legal risks by regularly assessing their policies, practices, and procedures.

By taking these steps, employers can create a supportive work environment that respects employees’ rights while ensuring the smooth operation of their business.

Key Takeaways for Employers

• The Supreme Court has changed the standard for how employers must analyze religious accommodation requests by employees.
• The new standard is more demanding than the old standard, and it is likely to result in more religious accommodation requests being granted.
• Employers should take steps to ensure compliance with the new standard, including reviewing and updating their company’s policies, fostering a culture of open communication, and proactively managing legal risks.

Conclusion

The Groff v. DeJoy ruling is a significant development for employers. By understanding the new standard and taking steps to comply with it, employers can ensure the smooth operation of their business.

For more information, please contact Christopher Scott at 717.237.7111 or cscott@tthlaw.com.