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Rh courts have understood that the protection for religious adherents is greater than “more than … de minimis” might suggest when read in isolation. But a bevy of diverse religious organizations has told this Court that the de minimis test has blessed the denial of even minor accommodation in many cases, making it harder for members of minority faiths to enter the job market. See, e.g., Brief for The Sikh Coalition et al. as Amici Curiae 15, 19–20 (“the de minimis standard eliminates any meaningful mandate to accommodate Sikh practices in the workplace” and “emboldens employers to deny reasonable accommodation requests”); Brief for Council on American-Islamic Relations as Amicus Curiae 3 (Muslim women wearing religiously mandated attire “have lost employment opportunities” and have been excluded from “critical public institutions like public schools, law enforcement agencies, and youth rehabilitation centers”); Brief for Union of Orthodox Jewish Congregations of America as Amicus Curiae 14–15 (because the “de minimis cost” test “can be satisfied in nearly any circumstance,” “Orthodox Jews once again [are] left at the mercy of their employers’ good graces”); Brief for Seventh-day Adventist Church in Canada et al. as Amici Curiae 8 (joint brief of Sabbatarian faiths arguing that Sabbath accommodation under the de minimis standard is left to “their employers’ and coworkers’ goodwill”).

The EEOC has also accepted Hardison as prescribing a “ ‘more than a de minimis cost’ ” test, 29 CFR §1605.2(e)(1) (2022), but has tried in some ways to soften its impact. It has specifically cautioned (as has the Solicitor General in this case) against extending the phrase to cover such things as the “administrative costs” involved in reworking schedules, the “infrequent” or temporary “payment of premium wages for a substitute,” and “voluntary substitutes and swaps” when they are not contrary to a “bona fide seniority system.” §§§ [sic]1605.2(e)(1), (2).

Nevertheless, some courts have rejected even the EEOC’s