Is it legal to have a dress code that prohibits employees from wearing religious icons such as cross necklaces?
When an employee’s religious expression conflicts with his or her job duties, you cannot prohibit the expression unless you have considered reasonable accommodations and found that the alternatives would likely pose an undue hardship on you. Keep in mind that proving “undue hardship” can be difficult, so agreeing on an accommodation with an employee, when possible, is always better—and less legally risky—than an outright ban. Also, note that if an employee’s icon (for example, a Star of David on a long, dangling neck chain) poses a safety hazard on the job, you can prohibit the employee from wearing it at work.
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