When Supervisors Approve Religious Accommodations… Employers pay the Price

HR Compliance & Workplace Support

A newly filed lawsuit is a powerful reminder of why religious accommodation requests should never be handled by supervisors alone. After the 2023 Supreme Court ruling, it’s more difficult for employers to deny religious accommodations—and even harder to reverse them once granted.

The Case in Brief:

An HVAC technician requested a religious accommodation not to be alone with a female coworker. His supervisor informally agreed. Later, HR discovered the arrangement and terminated him for insubordination. Now the employer faces a lawsuit arguing the accommodation should not have been revoked.

Why This Matters for Employers:

An informal “yes” from a supervisor can legally bind the employer, making it extremely difficult for HR to undo. And when a request impacts another protected class—like excluding a female coworker—the risks multiply.

HR Takeaways:

✔ Require all religious accommodation requests to go directly through HR, not supervisors

✔ Train supervisors to avoid making informal promises

✔ Use HR’s formal process to assess:

– Whether the request creates an undue burden

– Whether granting it could violate equal employment laws

Clear policies and supervisor training could prevent costly litigation like this.