Title VII of the Civil Rights Act of 1964 prohibits employers from the unfair treatment of an employee because of her religious practices. An applicant or employee may ask to take time off for a holiday observed by her religion. She may observe a day other than Sunday as the Sabbath, or her religion may recognize holidays different than those commonly observed in the United States. Federal law requires employers to make a reasonable effort to accommodate religious observances of holidays unless doing so will cause an undue hardship to the company. The EEOC will answer complaints from workers who feel that there is biased behavior toward them for religious reasons.

To honor these religious accommodations, many employers approve vacation or personal time off for the observance of religious holidays that are not part of the company's paid holiday package, or allow the employee to swap holidays. Arranging flex time during the week of a religious holiday is another option.

Your dress-code policy may include exemptions to accommodate clothing or appearance that is united with an employee's religious beliefs, such as a head covering. Religious-diversity training for all employees will help keep harmony in the workplace and ward off feelings that some associates are receiving special treatment because of their religion.