Both federal and Minnesota law prohibit employment discrimination on account of the religious beliefs of an applicant or employee.
Employers should permit employees to practice their religious faith at work to the extent that it does not interfere with job requirements or the job performance of other employees. A number of employers provide space for employees to pray or study religious texts during break times or outside of working hours. Other employers permit exceptions to their dress code or grooming policy based on religion.
However, unlike the disability discrimination laws that require employers to provide reasonable accommodation, federal and Minnesota statutes pertaining to the accommodation of religion have been interpreted to require accommodation only where the accommodation would create minimal hardship for the employer. For example, changing work shift schedules to permit an employee to observe his or her Sabbath is not required where such changes would disrupt the employer’s normal operations. Nor is an employer expected to permit proselytizing at work where other employees object to or are uncomfortable with such activity. Learn more.