HR FAQ’s: Prayer in the Workplace

Q: I own a construction company, and I would like to open up our weekly safety meetings with prayer. I would like to require all my employees to attend and participate. Is this okay?

A: You may require your employees to attend safety meetings, as these are part of their job duties. However, you cannot require them to participate in a prayer or penalize them in any way for opting out.

As of January 1, 2025, Senate Bill 399 prohibits both public and private employers from firing, disciplining, retaliating against, or threatening employees who choose not to attend or engage in meetings that communicate the employer’s views on religious or political matters.

Under this law, if an employee declines to participate in a prayer at a meeting, they must still be paid for their time. The law defines:

• Religious matters as topics related to religious affiliation, practice, or the choice to support or join a religious organization.
• Political matters as topics concerning elections, political parties, legislation, regulation, or decisions about supporting political or labor organizations.

There are limited exceptions for certain religious, political, and educational institutions. Violating this law can result in a $500 fine, potential civil liability, and enforcement by the Labor Commissioner.

Best Practice
You’re welcome to offer an optional prayer at the start of your meetings, but participation must be entirely voluntary. Avoid any pressure, implied expectations, or negative consequences for employees who choose not to take part. It’s also a good idea to train supervisors and managers on employees' rights concerning religion and political beliefs in the workplace.