The recent unanimous ruling by the US Supreme Court in the Groff v. DeJoy case provides crucial clarity on employers’ responsibilities to accommodate employees’ religious practices. The Court’s redefinition of “undue hardship” emphasizes that employers must show substantial and business-related cost increases when granting religious accommodations. This decision overturns a previous interpretation that considered burdens beyond minimal costs as undue hardships. Consequently, employers face significant implications when managing the accommodation of their employees’ religious obligations.
