Religious Accommodation at Work: Schedules, Dress and Prayer

Under Ontario's Human Rights Code, creed, which includes religious beliefs and practices, is a protected ground. Employers must accommodate an employee's sincerely held religious practices to the point of undue hardship.

Common accommodations

• Time off or schedule changes for holy days or prayer times.
• Religious dress, head coverings or grooming.
• A private space for prayer during breaks.
• Dietary needs at work events.

How to ask

1. Explain the practice and what you need, ideally in writing.
2. Suggest options, such as shift swaps or unpaid time.
3. Work with your employer on a solution.

The employer's duty

• Consider each request individually and in good faith.
• Undue hardship is limited to cost, outside funding and health and safety: inconvenience or co-workers' preferences aren't enough.

If you are refused

Ask for the reasons in writing. If the issue isn't resolved, you may apply to the Human Rights Tribunal of Ontario, usually within one year.

Sources

• Ontario Human Rights Code
• Ontario Human Rights Commission

Read next: Job Interviews: Questions Employers Shouldn't Ask in Ontario

General Ontario legal information, not legal advice for your matter, and reading it does not create a retainer. Sources checked 15 October 2026: check the current law, forms and dates before you act.

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This article is general information for people in Ontario, not legal advice. Rules, forms and deadlines change, and every situation is different. Check the current rule or speak to a licensed legal professional before you act.