Plain-English summary
Court says employers must show substantial costs to deny religious accommodations under Title VII
The Court unanimously vacated and remanded, holding that employers seeking to refuse a religious accommodation must show that granting it would impose substantial increased costs relative to their business. The old 'more-than-de-minimis' Hardison standard was rejected.
Why this matters
The decision raises the bar for employers who want to refuse religious accommodations, making it easier for employees to obtain schedule or duty changes tied to sincere religious beliefs. It reshapes a key balance between workplace operations and religious liberty protections under federal law.
Who may feel it
- Employees seeking workplace religious accommodations (scheduling, dress, time off)
- Employers and human resources departments
- Labor unions and workplace safety regulators
- Courts and judges handling Title VII religious accommodation claims
Key questions
- Should the Court overrule or reject Hardison’s more-than-de-minimis-cost standard for denying Title VII religious accommodations?
- What level of burden must an employer show to prove an accommodation would cause 'undue hardship' under Title VII?