Sargeant and VanFleteren Examine Religious Accommodations for AI Use in Corporate Compliance Insights

07.16.2026

Stinson LLP Partners Bernadette Sargeant and Luke VanFleteren authored a Corporate Compliance Insights article examining the emerging workplace implications of employees requesting religious accommodations from the use of artificial intelligence (AI) tools.

In "For Some Workers, AI Resistance Is a Matter of Faith," Sargeant and VanFleteren explore how employers may face a new category of accommodation requests as AI becomes increasingly integrated into workplace operations. They explain that employees who object to AI use based on sincerely held religious beliefs may trigger obligations under Title VII of the Civil Rights Act of 1964 and require employers to evaluate accommodation requests under the legal framework established by the U.S. Supreme Court's decision in Groff v. DeJoy.

The article highlights the challenges employers may face in distinguishing protected religious beliefs from personal, political or philosophical objections to AI. Sargeant and VanFleteren provide practical advice for employers and explain that employers should carefully evaluate each request, document their decision-making process and avoid assumptions about whether an employee's beliefs align with broader religious doctrine.

They also discuss how the novelty of AI technology impacts Title VII's undue hardship analyses, noting that employers should proactively document why specific AI tools are essential to certain roles and identify the business needs supported by AI tools.

Sargeant is an experienced investigator and litigator, guiding clients through sensitive internal investigations and complex litigation. She handles workplace and government investigations and helps clients navigate regulatory compliance and ethics requirements.

VanFleteren focuses his practice on labor and employment law and business litigation. He represents clients in state and federal courts on employment matters including matters involving discrimination, whistleblower claims and employee restrictive covenants.

Visit Corporate Compliance Insights to read the full article.