Religious Accommodations 101: A Guide for Small Business Owners

Under federal law—specifically Title VII religious discrimination rules—employers must provide reasonable religious accommodations unless doing so would cause an “undue hardship.” For small businesses, this can come up during Ramadan, when an employee may fast from sunrise to sunset, request prayer breaks, or ask for adjusted hours. It can also apply to other religious holidays, dress requirements, or observances.

This isn’t about politics. It’s about workplace fairness and small business HR compliance. The key is knowing what the law expects—and what is reasonable for your size and operations.

What Is a Religious Accommodation?

A religious accommodation is a change to the work environment that allows an employee to practice their religion. Common examples include:

• Flexible start or end times during Ramadan.

• Short prayer breaks.

• Shift swaps.

• Temporary remote work.

• Adjustments to dress codes.

You’re required to consider these requests. But you’re not required to agree to everything.

The law allows employers to deny a request if it creates an undue hardship. For a small business, an “undue hardship” might mean significant cost, safety risks, or serious disruption to operations. 

For example, if adjusting one employee’s schedule means you must pay overtime every day for weeks, that may raise a legitimate concern. But if the change simply requires minor scheduling adjustments, the expectation is that you try to make it work.

Why Small Teams Need a Simple Process for Religious Accommodations

Large companies often have HR departments handling Ramadan workplace accommodations and other requests. In a business with 1–10 employees, it’s usually you.

That’s why consistency matters. If you handle one request informally and deny another without clear reasoning, it can increase your risk of a discrimination claim.

A simple process helps protect your business:

1. Listen to the request without reacting emotionally.
2. Ask questions to understand what’s needed and for how long.
3. Consider operational impact.
4. Document your decision and reasoning.

Even basic documentation can help if questions come up later.

Questions SMBs Should Be Asking About Religious Accommodations

Before you respond to a request, pause and ask yourself a few key questions:

• Do we have a written policy for religious accommodations? If not, how are we making decisions—and are we being consistent?
• Would granting this request truly create an undue hardship employer issue? What specific costs or disruptions would occur?
• Are we applying the same standards to similar requests? Could a denied request look like unequal treatment?
• Should I speak with a Legal Pro before saying yes or no? Would a quick review reduce risk and clarify our options?

These questions help you move from a gut reaction to a thoughtful, documented decision.

What to Do Next

You don’t need a 50-page handbook. But you do need clarity.

Here are practical next steps:

1. Draft a short religious accommodation policy, even one page.
2. Train supervisors (even if it’s just you and one manager) on how to respond calmly and consistently.
3. Create a simple form or email process for employees to submit requests.
4. Ask Rocket Copilot for a policy starter or review your current handbook language.
5. If a request feels complex, talk to a Legal Pro before denying it.

Small adjustments today can prevent bigger problems later.

Handling religious accommodations at work doesn’t have to feel overwhelming. With a clear process and the right questions, you can protect your team—and your business—with confidence.