The Office of Personnel Management (OPM) has instructed federal agencies to take a “generous approach” to religious accommodations, citing the Supreme Court’s Groff v. DeJoy decision. Under Title VII, agencies must grant accommodations unless they impose an “undue hardship,” meaning substantial increased costs in relation to the conduct of the agency’s business. OPM also reminds agencies to engage in the interactive process and explore multiple or hybrid solutions to meet employees’ religious needs.
OPM’s July 16 memorandum highlights telework and flexible schedules as key tools for accommodating religious practices without compromising agency missions. Examples include:
- Sabbath/Holiday Observance: Telework may help employees avoid commuting on or before religiously significant days.
- Fasting: Remote work can make it easier for employees to find a quiet space for prayer or rest.
- Prayer/Religious Observances: Telework allows flexibility for time-specific practices during breaks.
The memo promotes a federal flexible scheduling program that lets employees choose work hours around designated core hours. This approach enables full-time work without the use of leave—making it easier to accommodate employees’ prayer, fasting, or observance days.