If you need religious accommodation at work, your employer is generally required to provide it, unless doing so would cause an undue hardship for the business. A reasonable accommodation could include flexible scheduling, adjusting shifts, allowing time off for religious holidays, or modifying workplace policies to allow you to practice your religion. 

    However, your employer doesn’t have to provide an accommodation if it would cause significant difficulty or expense to the business. For example, if accommodating your  religious needs would negatively impact safety, decrease productivity, or create a large financial burden, they may be able to refuse. 

    Employers are also prohibited from discriminating against you or retaliating against you for requesting an accommodation. If your employer refuses to accommodate you without a valid reason or retaliates against you, you have the right to file a complaint with the equal employment opportunity commission (EEOC). 

    In summary, while your employer must generally accommodate your religious practices, they are not required to do so if it would create significant hardship for the business. If you face issues with accommodations, it’s a good idea to consult with an attorney or file a complaint with the EEOC.