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Tips for Small Businesses

Notice Concerning the Undue Hardship Standard in Title VII Religious Accommodation Cases.

This document was issued prior to the Supreme Court’s decision in Groff v. DeJoy, 143 S. Ct. 2279 (2023). The Groff opinion clarified that “showing ‘more than a de minimis cost’…does not suffice to establish undue hardship under Title VII.” Instead, the Supreme Court held that “undue hardship is shown when a burden is substantial in the overall context of an employer’s business,” “tak[ing] into account all relevant factors in the case at hand, including the particular accommodations at issue and their practical impact in light of the nature, size and operating cost of an employer.” Groff supersedes any contrary information on this webpage. For more information about the EEOC’s resources on religious discrimination, please see https://www.eeoc.gov/religious-discrimination.

Know what to do if an employee requests leave to attend a doctor's appointment or to observe a religious holiday? How do you consider an applicant's criminal record when hiring? Get tips on handling some common workplace issues.

  • 10 Quick Tips for Small Businesses

    Starting a business? Long-time business owner, but need a quick refresher on your responsibilities under the federal employment discrimination laws? Check out these 10 quick tips.

  • Creating Employee Policies

    Developing and distributing clear employee policies, updating the policies as needed, and consistently enforcing the policies may: help employees understand and comply with your rules and expectations; help prevent problems that may result in discrimination complaints; and limit your liability should a complaint arise. Here are some tips on creating employee policies.

    General Non-Discrimination Policy
    Harassment Policy
    Reasonable Accommodation Policy
    Leave Policy

  • Disability Accommodations

    You may need to provide accommodations (changes to the way things are normally done at work) to applicants and employees with disabilities. Learn more about who the law protects, how to recognize and respond to a disability accommodation request, and who to contact for assistance.

  • Religious Accommodations

    You may need to provide accommodations (changes to the way things are normally done at work) to allow applicants and employees to practice or observe their religion. Learn more about who the law protects and how to respond to a religious accommodation request.

  • Pregnancy, Childbirth, or Related Medical Conditions Accommodations

    You may need to provide accommodations (changes to the way things are normally done at work) to applicants and employees because of pregnancy, childbirth, or related medical conditions. Learn more about who the law protects, how to recognize and respond to such an accommodation request, and who to contact for assistance.

  • Criminal Records

    How do you consider a person's criminal record when making hiring, firing, or other employment decisions? Here's some advice based on the federal employment discrimination laws.

  • Responding to an EEOC Charge of Discrimination

    Have you received a charge of discrimination from the EEOC? Here's some advice about what to do next.

  • Preventing Retaliation

    It is illegal to retaliate against (punish) an employee for reporting discrimination, participating in a discrimination investigation or lawsuit, or opposing discrimination. Learn more about what you can do to prevent retaliation.

  • Performance Evaluations

    Despite your best efforts to implement a fair evaluation system and ensure that managers apply performance standards consistently, employees may complain that their evaluations were unfair or inaccurate for discriminatory reasons.  Here are some tips for handling internal discrimination complaints.

  • Disciplining or Firing Employees

    Unfortunately, it may be necessary for you to discipline or terminate an employee. There are many reasons why this action may be justified. Even so, it is possible that taking disciplinary action may result in a discrimination charge or complaint.  Check out these tips on handling internal discrimination complaints.

  • Setting Pay

    Determining how much to pay employees can be complex. You may consider a number of factors, including employees' qualifications, your business's current and anticipated revenue and the economic climate.  You may also consider your legal responsibilities.  Here are some tips.

  • Training Employees

    Ensuring that employees understand your discrimination rules and policies may help prevent problems from arising.  Check out these tips.

  • Training Managers

    Ensuring that managers understand and consistently enforce your discrimination rules and policies may allow managers to quickly identify and resolve potential problems early, before they rise to the level of unlawful discrimination.  Check out these tips.

  • Small Business Tip Sheets

    A one-stop shop with tips for small businesses on a variety of topics.

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