How to Manage Religion in the Workplace
Without it Getting Awkward
Since the 1800s, the U.S. has been built on the idea that government should stay out of religion, and vice versa. The separation of church and state isn’t just a talking point; it’s been part of our laws and court decisions for generations, especially in government jobs and offices.
In July 2025, the Office of Personnel Management (OPM) sent a memo authorizing Federal employees to not only express their religious beliefs in their offices, cubicles, through prayer groups, and more, but also to allow them to “engage another in political discussion of why his faith is correct and why the non-adherent should re-think his religious beliefs.” They stress that these discussions should not be harassing in any way, shape, or form.
We are wary of painting this news with rose-colored glasses. On paper, this looks like a celebration of religious diversity. Unfortunately, in practice, if handled poorly, this can make a workplace more isolating, more divisive, and more stressful, especially for those who are in a minority of religious faiths. ( Pew reports that 62% of Americans identify as Christian, 7% as ‘other’, and 29% as religiously unaffiliated).
*Keep in mind, this memo applies specifically to federal government workplaces—not private sector employers.
6 Tips for Managers to Navigate Religious Beliefs and Build Belonging at Work:
Managers are in a uniquely challenging position when it comes to balancing religious freedom and workplace boundaries. They must protect each employee’s right to express their beliefs while making sure that expression doesn’t alienate, pressure, or exclude others. Any hint of favoritism or silence in the face of conflict can send the wrong message. It’s a manager’s job to create an inclusive, belonging culture where everyone feels respected—no matter their faith, or lack of it.Set Boundaries Early
There's a lot of grey area in this memo. As a leader, you need to let your team know: religious conversations are fine during breaks or personal time, not in the middle of meetings, client calls, or project deadlines.Train Your Teams on Inclusive, Belonging Practices
Define what it means to be respectful: Friendly discussions? Okay. Pressuring others? Not okay. Be specific about what this looks like, sounds like, and means. Put it in your workplace policy. Give your employees tools to step away from unwanted religious conversations: “I appreciate your perspective, but I try to keep my beliefs private.” “This isn’t really something I get into at work, but I respect where you’re coming from.” “I’d rather not get into faith topics at work—it’s personal for me.”Offer Equitable Access to Faith Resources
In a predominantly Christian culture, it is especially important to make sure that minority faiths—and non-religious perspectives—feel equally seen, heard, and protected, so no one feels like an outsider in their own workplace.- Offer a neutral space (like a wellness or quiet room) that can be used for prayer, meditation, or reflection.
- Reevaluate and establish employee breaktimes. Allow employees to shift their breaks or lunch hours to observe prayer times, fasts, or rituals.
- Provide equal opportunities.If one religious group is allowed to meet or share event info (e.g., a Bible study or prayer group), extend that same opportunity to others.
- Actively seek input from minority faith groups and non-religious staff about their needs.
Provide Accommodations Graciously & Document (document, document, document!)
Follow the OPM memo urging a generous approach to scheduling accommodations—flexible breaks, telework, leave for religious observance—unless there’s clear undue hardship. So managers will need to meet with their employees, listen to their needs, consider and offer workable options, and record them. Even imperfect efforts count.Stay In Tune to Team Culture
As a leader, you need to tap into your work environment and recognize when there are signs of discomfort or exclusion. Don’t let problems simmer until they boil over. You don’t have to be perfect or have all the answers. You do have to be fair. Document any interventions and actions taken to steer the workplace culture toward respect.Evaluate (with an Employee Pulse Survey) & Iterate
Check in with your teams. Ask them how everyone is doing with the new practices. Conduct a pulse survey specifically regarding the new practices and ask if anyone is feeling uncomfortable. Update guidelines based on feedback, evolving legal guidance, or team needs.Someone’s faith can be deeply personal and, if not handled with care, it can create friction at the workplace. We’re living in a very divisive time, and managers need the tools to address the new mandate legally while maintaining a culture of belongingness.
As a manager, you’re setting the tone. It’s about establishing a workplace culture where people feel free to be themselves, without anyone else feeling boxed out or pushed into something they didn’t ask for. The real goal? A workplace where respect goes both ways—where belief, or the choice not to believe, is part of what makes your team stronger, not more divided.