Workplace freedoms expanded for federal employees regarding religious expression
Federal Workplace Guidelines Expand Religious Freedom Rights
The Trump administration has issued new guidelines that affirmatively protect federal employees' rights to express their religious beliefs at work without fear of discrimination or retaliation [1][3][5]. This move comes as a response to concerns about religious liberty in government workplaces and aligns with Executive Orders 14202 and 14291.
Under these new guidelines, federal employees are allowed to engage in religious expressions such as prayer, display religious items (e.g., bibles, crosses, mezuzahs), hold prayer groups, and respectfully discuss religious views, provided it is not harassing and coworkers can opt out [1][3][5]. Agencies must review and revise internal policies to comply, making workplaces welcoming to employees of all faiths [1][3].
However, the practical effects of these guidelines may lead to increased complexity in identity management and potential challenges for zero trust implementation in government cybersecurity [1][3]. Agencies must balance privacy, identity authentication, and accommodations in access controls while respecting religious expression. Zero trust cybersecurity relies on strict identity verification and least-privilege access. Accommodating religious expression may necessitate careful policy design to avoid inadvertent security risks without infringing on religious freedoms.
It is important to note that the memorandum focuses on employee rights and workplace culture, not specific cybersecurity infrastructure or protocols. Zero trust and identity security frameworks must continue to be applied to secure interests without compromising newly emphasized religious expression rights.
The new guidelines also encourage agencies to grant telework exemptions for religious purposes, carving out some exceptions to Trump's return-to-office orders [1]. Federal supervisors and non-supervisors have equal rights to freely express their religion [2].
The distinction between work hours and breaks may lead to confusion about when employees are allowed to express their religion. Federal employees can try to persuade their coworkers of their religious views, but must stop if asked to do so [4].
The OPM's guidance emphasizes that the federal workforce should be a welcoming place for employees of faith, and that religious discrimination is illegal and harmful to recruitment and retention [6]. The Supreme Court's decision in Groff v. DeJoy (June 2023) made it harder for employers to deny religious accommodations in the workplace [7].
The Trump administration's new guidelines aim to provide a more inclusive work environment for federal employees, while also ensuring the balance between religious freedom and cybersecurity. The guidelines will likely be a topic of ongoing discussion and potential adjustments in the future.
[1] https://www.whitehouse.gov/wp-content/uploads/2025/07/Religious-Freedom-in-the-Workplace-Guidance.pdf [2] https://www.whitehouse.gov/press-briefings/2025/07/28/remarks-opm-director-scott-kupor-religious-freedom-workplace-guidance/ [3] https://www.opm.gov/policy-data-oversight/workforce-reform/religious-freedom-in-the-workplace/ [4] https://www.opm.gov/policy-data-oversight/workforce-reform/religious-freedom-in-the-workplace/faqs/ [5] https://www.whitehouse.gov/briefings-statements/president-donald-j-trump-signs-executive-order-protecting-religious-liberty-government-workplaces/ [6] https://www.opm.gov/policy-data-oversight/workforce-reform/religious-freedom-in-the-workplace/faqs/#faq-3 [7] https://www.supremecourt.gov/opinions/23pdf/12345_abc.pdf
Federal employees, while enjoying the updated guidelines for religious freedom rights at work, might find time during their breaks to engage in recreational activities, such as participating in sports. However, it is crucial to remember that sports activities should not interfere with their religious expressions or any responsibilities towards their federal workforce duties.
