Groff v DeJoy (2023)

 Today, Ms. Sherbert would probably not have lost her job, because under Title VII of the Civil Rights law her employer would be required to accommodate her religious practices unless doing so would impose“undue hardship on the conduct of the employer’s business”

The unanimous Court in Groff further held that  “undue hardship” is shown when the burden of accommodating the employee is “substantial in the overall context of an employers’ business.”