Religious Accommodation at Work in Michigan: Sincere Belief & Undue Hardship

In Michigan, your right to practice your faith doesn’t end when you clock in. Whether that means wearing a hijab, taking time to pray, or observing a holy day, both state and federal law recognize that your religious beliefs deserve respect—not punishment.

Michigan’s Elliott-Larsen Civil Rights Act (ELCRA) and Title VII of the Civil Rights Act of 1964 make it unlawful for employers to discriminate against employees because of their religion. That protection goes beyond hiring and firing—it also requires employers to “reasonably accommodate” an employee’s sincerely held religious beliefs or practices, unless doing so would cause undue hardship to the business.

These laws apply to almost every aspect of the workplace. For example, if your religion requires you to wear specific clothing, refrain from work on certain days, or take time for prayer during your shift, your employer has a legal duty to try to make that work. The goal is simple: no one should have to choose between their faith and their paycheck.

In recent years, the Equal Employment Opportunity Commission (EEOC) has reinforced these principles with a series of decisions and public guidance. Cases involving religious dress and grooming, accommodation of prayer breaks, and observance of holy days have become more common, especially as workplaces grow more diverse. In 2023, the U.S. Supreme Court even strengthened employees’ rights in this area, reminding employers that they must show more than minor inconvenience before denying a religious accommodation.

What Counts as a “Sincerely Held Belief”?

Under both Michigan’s Elliott-Larsen Civil Rights Act (ELCRA) and Title VII of the Civil Rights Act of 1964, protection from religious discrimination depends on whether your belief is “sincerely held.” This doesn’t mean your belief has to fit neatly within a major religion or come from a formal church doctrine. The law recognizes that faith—and conscience—can take many forms.

Broad Protection for Belief Systems

A “sincerely held religious belief” can include:

• Traditional, organized religions such as Christianity, Islam, Judaism, Hinduism, or Buddhism.
• Less common or individualized belief systems, such as certain spiritual practices or ethical beliefs about right and wrong that occupy a similar place in a person’s life as a religion.

In plain English, if your belief guides your life the way religion typically guides others—and it’s rooted in moral, spiritual, or ethical conviction—it likely qualifies for protection.

What Doesn’t Count

The law draws the line at personal preferences or social and political causes. For example, choosing to be vegan solely for health reasons is not religious; practicing veganism because of a belief in the sanctity of all life might be. Similarly, refusing to work on weekends because you prefer to go camping doesn’t qualify—but doing so because of your Sabbath observance does.

How Sincerity Is Evaluated

Employers are generally not allowed to question the validity or logic of your faith. However, they can look at certain factors to determine whether a belief is sincerely held, including:

• Consistency of behavior: Do you regularly observe this practice, or is it a new claim that appears convenient?
• Timing of the request: Did your request arise suddenly after a scheduling change or disciplinary issue?
• Lack of ulterior motives: Is the request genuinely about faith, or is it aimed at avoiding undesirable duties or shifts?

These questions don’t mean your belief has to be perfect or practiced without exception—people’s faith can evolve. But sincerity is measured by honesty and consistency over time.

Employer Duties Under ELCRA and Title VII

Once an employee notifies their employer of a need for a religious accommodation, the law requires action—not avoidance. Under both Michigan’s Elliott-Larsen Civil Rights Act (ELCRA) and Title VII of the Civil Rights Act of 1964, an employer must engage in an “interactive process” with the employee.

This means the employer has a duty to listen, discuss, and explore practical solutions that allow the employee to honor their sincerely held religious beliefs while still performing their job duties. Simply saying “that won’t work here” or denying the request without discussion can be a violation of the law.

The Interactive Process in Practice

When an employee raises a religious concern—such as needing time off for worship, an exception to a uniform policy, or permission to wear certain religious clothing—the employer should:

1. Acknowledge the request promptly.
2. Ask questions to clarify what accommodation is needed and why.
3. Assess possible options that would allow the employee to continue working without undue hardship to the business.
4. Document the process and decisions made.

The goal is collaboration, not confrontation. Employers are expected to make a good-faith effort to find a workable solution, even if it requires creativity or minor adjustments.

Examples of Reasonable Accommodations

Reasonable accommodations will vary depending on the workplace, but common examples include:

• Flexible scheduling for prayer or worship. Allowing short breaks during the day or adjusting start and end times.
• Exceptions to dress codes or grooming policies. Permitting head coverings, beards, or other attire required by faith when it doesn’t pose a safety risk.
• Job reassignments or shift swaps. Allowing an employee to trade shifts or perform alternative duties to avoid conflicts with religious observances.

These steps often cost little or nothing, yet they go a long way toward maintaining trust, inclusion, and compliance with the law.

Protection Against Retaliation

Importantly, retaliation is illegal. An employer cannot punish, demote, or treat an employee unfavorably for requesting a religious accommodation. Even if the request is ultimately denied for legitimate business reasons, the employee still has the right to ask without fear of backlash.

What Is “Undue Hardship”?

When an employee requests a religious accommodation, the law requires employers to find a fair balance between the employee’s right to practice their faith and the employer’s ability to run the business effectively. This balancing act is at the heart of the “undue hardship” standard under both Title VII of the Civil Rights Act and Michigan’s Elliott-Larsen Civil Rights Act (ELCRA).

The Legal Balancing Test

Employers don’t have to grant every accommodation request, but they must make a good-faith effort to do so unless it would cause a significant operational burden. The key question courts ask is this:

Would granting the accommodation seriously harm the employer’s ability to operate their business?

That determination depends on the size of the employer, the nature of the work, and the specific accommodation being requested.

“Undue Hardship” Under Title VII

Historically, federal law allowed employers to deny accommodations that caused even a minor—“de minimis”—cost. But the U.S. Supreme Court’s 2023 decision in Groff v. DeJoy made clear that this low bar no longer applies.

In Groff, the Court held that an employer must show that a requested accommodation would impose a “substantial increased cost or difficulty” in relation to the business’s operations—not just an inconvenience or scheduling challenge.

This shift gives employees far stronger protection. Employers can no longer rely on trivial reasons like mild resentment from coworkers or small productivity losses to deny a request.

“Undue Hardship” Under Michigan’s ELCRA

Michigan law aligns with this modern, employee-friendly approach. Under the Elliott-Larsen Civil Rights Act, courts often interpret “undue hardship” more narrowly—meaning employers must make a serious effort to find a reasonable solution before saying no.

ELCRA places special emphasis on individualized assessment, requiring employers to consider each situation on its own merits rather than applying blanket policies.

Examples of When “Undue Hardship” Might Apply

• Small business unable to cover critical shifts. If accommodating one employee’s request leaves essential work uncovered or harms customer service.
• Safety concerns. If a religious dress or grooming accommodation creates a legitimate risk to the employee or others.
• Union conflicts. When accommodating one worker would violate a valid collective bargaining agreement.
• Excessive cost or disruption. When the accommodation would create significant financial strain or operational imbalance.

When Faith Meets Work — Know Your Rights

Michigan law protects your right to practice your religion without fear of punishment or pressure to conform. Whether your beliefs guide how you dress, when you worship, or what holidays you observe, both state and federal law make it clear: your faith should never cost you your career.

You don’t have to choose between your job and your faith. Employers in Michigan have a legal duty to consider reasonable accommodations for sincerely held religious beliefs—and they cannot retaliate against you for asking. If they do, you have powerful legal protections under both ELCRA and Title VII.

If your request for accommodation has been ignored, denied, or met with hostility, don’t wait. The sooner you speak with an experienced employment attorney, the better your chances of preserving key evidence and protecting your rights.

If your employer denied a religious accommodation or retaliated against you for your faith, contact Batey Law Firm, PLLC today. We’ve been fighting for Michigan workers since 1996—and we’re ready to stand up for you.

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