05/27/2026
“Undue hardship” isn’t just inconvenience. This legal term defines a substantial burden when viewed in the full context of an employer’s business.
Courts define a “hardship” as something difficult to bear, causing real suffering, adversity, or strain. That alone goes far beyond something minimal. Add the word “undue,” and the bar rises even higher: the burden must be excessive or unjustifiable.
So what does this mean in practice? When evaluating reasonable accommodations for employees, the focus should be on factors like the nature, size, and operating costs of the business. Personal bias doesn’t count. Discomfort, dislike, or hostility toward a religious practice is not an undue hardship and cannot be used to deny accommodation.
Undue hardship is all about the actual impact, not perception. To learn more about this legal topic, read the Murray | Lobb article linked below.
