What constitutes 'undue hardship' for an employer regarding religious accommodation?

The concept of 'undue hardship' in the context of religious accommodation refers to the extent to which an employer can be expected to alter its operations to accommodate an employee's religious beliefs. The correct choice identifies that an accommodation may be considered undue hardship if it significantly impacts business operations. This could involve factors such as financial costs, the impact on the overall operation of the business, or safety concerns.

In practice, if an accommodation creates substantial difficulties or expenses that are disproportionate to the potential benefit to the employee seeking the accommodation, it may be classified as undue hardship. Employers are generally required to consider the nature of their business and the potential consequences of granting the accommodation before determining if it truly represents a hardship.

In contrast, costs that are trivial or do not pose a significant impediment to normal operations would not qualify as undue hardship. Therefore, the focus of this definition is on the impact on business functioning, which makes this option the most accurate representation of what constitutes undue hardship.