Employee resources
Do employees who are Hindu have religious rights at work?
Yes! Title VII of the Civil Rights Act of 1964 guarantees that employees or job applicants in most workplaces with 15+ employees cannot be discriminated against on the basis of religion. This means that employees cannot be treated unfavorably based on their religious beliefs, regardless of which religion they follow. This includes every religion, so Hindu employees have the same rights as employees that follow any other religion. Employers cannot treat employees differently based on their religious beliefs and must reasonably accommodate the religious practices of employees. Even if Title VII doesn’t apply to your workplace, you may have similar non-discrimination protections through workplace policy or local law. Also note that there are some very narrow exceptions where an employee’s religion can be considered, for example, when the employer is a religious organization (a temple) hiring religious workers (a priest).
This page provides general guidance on how employees can request and use religious accommodations in support of their Hindu religious beliefs and practices. We also provide templates for commonly requested accommodations due to Hindu holidays, ceremonies, or dietary restrictions.
What is a religious accommodation?
A religious accommodation is any reasonable change to workplace policy or practice that will allow an employee to observe their religious beliefs. Religious accommodations come in many forms and they are based on what is needed for the individual to observe their religious beliefs. You can request accommodation for a religious observance, even if it is unique to your family’s religious beliefs and practices, as religious customs can be different among Hindus (just as they can vary within any other religion).
Religious accommodations are usually requested in writing and sent to your manager or Human Resources department. See below for detailed steps on how to request religious accommodations.
What kinds of religious accommodations are possible?
Some common religious accommodations include:
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- Time off from work (with or without pay)
- Flexible scheduling
- Changes to accommodate dietary restrictions
- Exceptions to dress codes (clothes or accessories)
- Excusal from or adjustments to assigned job duties
Religious accommodations allow you to request a change to how things are normally done so that you can do your job consistent with your religious beliefs and practices. This may require the employer to deviate from their normal policy and practice. Because jobs and workplaces vary, the appropriate accommodation for any situation will vary. The most important consideration is that the employee and employer are working together to identify adjustments that will be mutually acceptable. You do not have to agree to an accommodation if it does not let you respect your religious beliefs and practices.
Typically, your employer must provide religious accommodation except in limited circumstances. This is discussed in more detail below.
When should I request religious accommodation?
You may not need to make a religious accommodation request for every religious observance. When possible, you can follow the standard process to request time off and get approval from your manager. For example, if you would like the day off to observe Shivaratri, you can submit a request to take that day off and use your available PTO. You can even let your manager know that you will be taking the day for a religious observance so that they understand the importance of the request.
Religious accommodation requests become necessary if your initial request is denied, after you receive pushback on the request, or when the request is unique.
How do I request religious accommodation?
The process for requesting religious accommodation will vary for each workplace, but the general steps to give your request the best chance of success are outlined below.
1. Review Workplace Policy
Review workplace policy on time off and religious accommodations to make sure you understand:
- How to make the request (usually in writing and signed by a parent).
- Where to send the request (usually, your manager or Human Resources department), and
- When to submit the request (you should give the required amount of notice when the observance is planned or give notice as soon as possible for an unexpected event)
2. Prepare a Written Request for Religious Accommodation
When submitting a request, make sure to:
- Clearly state that you are requesting a religious accommodation.
- Include the date submitted and date the accommodation is needed
- Be very specific about the request (what days or times will you be out of work; which holiday or ceremony or dietary restriction will be observed; how you propose to adjust your workload or assignments, etc.)
- Save a copy of the written request or send it by email
3. Follow Up
If you don’t hear back from the school within a few days:
- Reach out to your manager or HR and confirm that they received the request,
- be prepared to have a detailed conversation about the request and the reason for the request
- Educate yourself about the religious belief and reason for the accommodation so you can explain it to someone who may not be familiar with Hinduism or your particular beliefs,
- Consider looping in or escalating to HR (particularly if your manager denied your request without consulting HR) because that department is usually responsible for administering workplace policies and will be more familiar with the accommodation process than managers,
- Actively engage with your manager and HR. Employers are required to engage in an interactive process over the accommodation request, which means both sides need to come to the table and make a real effort to find a solution. Sometimes, there is a good reason that the employer cannot grant your exact request, but they should propose alternatives and discuss those with you. You do not have to agree to an offered compromise that will not allow you to observe your religious beliefs.
4. Get a Final Decision
Get a final decision as promptly as you can.
- Many requests for accommodation will be granted as they are submitted or with some clarification.
- If a request is denied, ask for a written explanation and reason for the denial.
- Review workplace policy to see where you can appeal the decision or discuss the denial with Human Resources or management.
- Think about whether the decision is fair and neutral – if absences, policy exceptions, or other adjustments are permitted for non-religious reasons or for other religious beliefs, then they have to be similarly available for religious reasons and all religious beliefs (including Hinduism).
- Religious accommodation requests should only be denied in very limited circumstances, discussed below.
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What if my request for religious accommodation is denied?
Religious accommodation requests in a workplace covered by Title VII (or similar local law) should rarely be denied.
First, employers must accommodate an employee’s religious beliefs and engage in discussions with the employee over their request in an effort to find a mutually acceptable accommodation (the “interactive process”).
Second, religious accommodation requests can only be denied if granting an accommodation would be an undue hardship on the employer – meaning it must be a substantial burden for that employer, depending on the specific circumstances and the nature, size, and operating costs of the company. This standard depends on your specific workplace and the accommodation requested, but employers that are bigger and have more money are usually required to put more resources into accommodations.
In any event, the employer should engage with you and make a genuine effort to accommodate your religious beliefs and practices.
