By Sara Kniaz
The special status of religion in the United States has long been emphasized in statutory schemes that protect the rights of employees. Most forms of employment discrimination cannot be legally justified. But when religious beliefs conflict with the requirements of a job, employers can refuse a religious accommodation when it would cause an “undue hardship on the conduct of [an] employer’s business.” In its 2022–2023 session, the Supreme Court considered the meaning and role of undue hardship for the first time since 1977 in Groff v. DeJoy. Previously, in Trans World Airlines v. Hardison, the Court determined that an employer need not provide an employee with a religious accommodation if the employer must “bear more than a de minimis cost.” After Hardison, courts could not agree on the meaning of undue hardship and what constitutes a de minimis cost. Groff, decided by the Supreme Court in June 2023, clarified an undue hardship to be “substantial increased costs,” which requires more than a showing of de minimis. However, it remains unclear what burden this may have on secular coworkers….