# Can my employer refuse to adjust my schedule because of my religious practices?

- Jurisdiction: Canada
- Practice area: Employment Law
- Published: 2026-10-30
- Last updated: 2026-10-30
- Canonical: https://lawasked.com/ca/employment-law/can-my-employer-refuse-adjust-my-schedule-because

## Question

I am currently working as a junior clerk at a large logistics firm in Ontario. For the last three years, I have been a dedicated employee, but everything changed about two months ago when I requested a small change to my weekly schedule. Because of my religious observations, I need to be able to leave work an hour early every Friday afternoon to attend services. I spoke with my supervisor, Mr. Henderson, on October 12th, explaining that this is a deeply important part of my faith. He told me that the company's current labour programme is too strict and that my request would cause too much disruption to the team's workflow. He even mentioned that if I cannot work the full hours, they might have to look at my future with the firm. I have already tried talking to the human resources department to see if I could make up those hours on Saturday mornings or by arriving earlier on Mondays, but they simply said no, citing company policy. I am worried about my job security and whether they are allowed to treat me this way just because of my religion. Am I protected from being treated unfairly at work because of my religious needs?

## Summary

It depends on whether your employer can prove that accommodating your religious schedule would cause undue hardship. Under Canadian law, you are protected from being treated unfairly or losing your job because of your religious needs.

## Analysis

Under the Canadian Human Rights Act, you are protected from discriminatory practices based on your religion [1]. A discriminatory practice is an action that treats someone unfairly because of a protected characteristic, such as their faith [1]. 

Specifically, the law states it is a discriminatory practice "to refuse to employ or continue to employ any individual, or... to differentiate adversely in relation to an employee, on a prohibited ground of discrimination" [2]. In your case, Mr. Henderson's comment that the firm might "look at your future" because you cannot work full hours on Fridays could be seen as an attempt to differentiate against you based on your religion. 

Furthermore, the law prohibits employers from using policies that "deprive or tend to deprive an individual... of any employment opportunities on a prohibited ground of discrimination" [3]. This means that simply citing "company policy" to deny your request for a schedule adjustment may not be a valid legal excuse if that policy prevents you from practicing your religion without a very strong reason. 

While the law protects you, it does not automatically guarantee every schedule change you request. The law aims to ensure people can have their needs accommodated [1]. Whether your employer must grant your specific request to leave an hour early on Fridays depends on whether they can prove that your absence would cause such a significant disruption to the workflow that it is impossible to manage. The provided statutes do not explicitly define the exact limit of what constitutes a "disruption," so it is unsettled whether Mr. Henderson's claim of "too much disruption" is a valid legal defense or just an excuse to avoid accommodation.

## Statutory citations

- Canadian Human Rights Act, R.S.C., 1985, c. H-6, s. 2 - Purpose [in force] (https://laws-lois.justice.gc.ca/eng/acts/H-6/index.html#s-2)
  > the principle that all individuals should have an opportunity equal with other individuals to... have their needs accommodated... without being hindered in or prevented from doing so by discriminatory practices based on... religion
- Canadian Human Rights Act, R.S.C., 1985, c. H-6, s. 7 - Employment [in force] (https://laws-lois.justice.gc.ca/eng/acts/H-6/index.html#s-7)
  > It is a discriminatory practice, directly or indirectly, (a) to refuse to employ or continue to employ any individual, or (b) in the course of employment, to differentiate adversely in relation to an employee, on a prohibited ground of discrimination.
- Canadian Human Rights Act, R.S.C., 1985, c. H-6, s. 10 - Discriminatory policy or practice [in force] (https://laws-lois.justice.gc.ca/eng/acts/H-6/index.html#s-10)
  > It is a discriminatory practice for an employer... to establish or pursue a policy or practice... that deprives or tends to deprive an individual... of any employment opportunities on a prohibited ground of discrimination.

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