In the United States, employees are generally allowed to pray during the workday. Both federal and Ohio laws protect religious practices in the workplace, including prayer, as long as they do not significantly disrupt business operations.
Below are some important points to remember about employees’ right to follow their religious practices and beliefs and employers’ right to restrict them.
Federal protections under Title VII
Title VII of the Civil Rights Act of 1964 forbids employers from discriminating based on religion. This includes the obligation to reasonably accommodate an employee’s religious beliefs or practices, unless doing so would impose an undue hardship on the business. In 2023, the U.S. Supreme Court clarified in Groff v. DeJoy that an undue hardship exists only when the accommodation would result in substantial increased costs or significant difficulty for the employer.
Ohio’s stance on religious accommodations
Ohio law aligns with federal law. The Ohio Civil Rights Act requires employers with four or more employees to accommodate religious practices, provided it does not cause undue hardship.
When can prayer be restricted?
As noted, employers can limit religious practices, including prayer, if accommodating them would cause substantial disruption. Examples include compromising workplace safety, infringing on the rights of other employees or incurring significant costs. Minor inconveniences or minimal costs are not sufficient grounds to deny religious accommodations.
Ideally, employees should inform their employers in advance about their prayer requirements. Providing notice allows employers to make necessary arrangements without disrupting operations.
If you have been prevented from exercising your religious rights, this may be discrimination. Seeking legal guidance will help to clarify your options.