On July 28, 2025, the U.S. Office of Personnel Management (OPM) released updated guidance reaffirming and expanding protections for religious expression in the federal workplace. Issued under the Trump administration, this directive outlines the rights of federal employees to express and practice their faith openly, while also clarifying the responsibilities of federal agencies to accommodate those rights under existing law.
The memo instructs all federal departments and agencies to “robustly protect and enforce” religious expression among employees. This includes the right to display personal religious items—such as a Bible, crucifix, or mezuzah—at an employee’s desk or office, to organize or participate in voluntary prayer or scripture study groups during non-duty hours, and to engage in conversations about religious beliefs, provided such discussions are respectful and cease if a coworker objects.
OPM Director Scott Kupor emphasized the importance of the new guidance, stating:
“Federal employees should never have to choose between their faith and their career. This administration is committed to ensuring that religious expression is welcomed—not suppressed—in our nation’s workforce.”
The guidance is grounded in Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on religion and requires reasonable accommodations for religious practices unless doing so would impose an undue hardship on the employer. It also draws upon the First Amendment and a series of recent executive orders from President Trump, including Executive Order 14202 (aimed at eradicating anti-Christian bias) and Executive Order 14291 (establishing a Religious Liberty Commission to review federal agency practices).
This move signals a broader policy shift emphasizing religious freedom across federal institutions. While prior administrations maintained more neutral stances on religious expression in government settings, this administration has prioritized faith-based rights in employment, education, and public life.
For federal managers, this memo is more than a symbolic statement—it requires agencies to update internal policies and train supervisors to ensure compliance. Agencies are expected to provide clear pathways for employees to request religious accommodations and to evaluate such requests seriously, documenting any justification for denial based on operational hardship.
While the memo has been welcomed by many faith-based organizations and religious freedom advocates, critics caution that it may raise concerns about the potential for religious coercion or proselytization in mixed-belief workplaces. OPM’s guidance addresses this by reminding employees that religious expression must remain voluntary, non-disruptive, and respectful of colleagues’ differing beliefs.
What Federal Employees Should Know
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You may display religious symbols and texts in your personal workspace.
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You may engage in religious discussions, so long as they are not harassing or disruptive.
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You may request reasonable accommodations for religious practices, including scheduling or dress code modifications.
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You are protected from retaliation or adverse employment action due to your religious beliefs or expression.
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You must respect the rights of coworkers not to participate in religious activities or conversations.
As OPM’s memo underscores, religious liberty is a “bedrock value” that should be safeguarded in all aspects of public service. For federal workers of faith, the updated guidance provides new clarity—and stronger assurances—that their beliefs have a protected place in the workplace.
