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The Employer Handbook Blog
Remote Work as a Religious Accommodation? Here’s What Employers Should Know
Shanah Tovah! Wishing a Happy New Year to all who are celebrating Rosh Hashanah (שנה טובה).
With Yom Kippur approaching, here is a scenario to consider: An employee asks to work from home on the afternoon leading into the fast so they can log off early and get to synagogue without taking a full vacation day. Do you have to allow it?
That kind of request highlights a real-world question about religious accommodations in today’s workplace. And it is exactly the type of issue addressed in a new memo from the Department of Justice. The memo was written for federal agencies, but it serves as a reminder of how the law already applies. Private employers should pay attention because Title VII uses the same standards.
TL;DR: The DOJ’s September 18, 2025 memo reminds federal agencies that occasional remote work can be a valid religious accommodation, even with a general “return to office” policy. For private employers, the same Title VII principles apply: evaluate each request case by case, and do not dismiss telework out of hand.
📄Read it here.
Why This Matters
The Supreme Court has made clear that religious accommodations deserve serious consideration. Employers cannot reject a request just because it causes a small inconvenience or minor cost. The DOJ memo does not create new rules. It is a reminder that these standards already apply.
What the Memo Says About Remote Work
The memo emphasizes that situational telework remains an available religious accommodation. Key points:
- Occasional vs. permanent: Letting an employee work from home for limited, specific religious needs is different from granting a permanent remote role.
- Business needs first: You can deny remote work if the duties cannot be performed offsite or if past issues, such as telework abuse or poor performance, make it unworkable. Complaints about “fairness” or coworker resentment are not valid reasons to deny.
- Possible benefits: Remote work can reduce disruption. For example, an employee may work most of the day from home and then leave for services, rather than taking the entire day off.
- Case by case: Not every role can be done remotely. Talk with the employee, review the actual job duties, consider options, and document the decision.
Takeaways for Employers
- Keep an open mind about remote work. Do not rule it out automatically when someone asks for a religious accommodation.
- Focus on real business needs. Small costs, inconvenience, or coworkers complaining are not enough to deny a request.
- Have the conversation and write it down. Discuss options, look for solutions if full remote work is not possible, and make a record of how you reached your decision.
Bottom Line
The memo is a reminder that Title VII already requires employers to take religious-accommodation requests seriously. Occasional telework is on the table when it fits the job and the need. You do not have to grant every request, but you do have to give each one an honest, good-faith, fact-based look.