On March 19, 2026, the U.S. Department of Labor (DOL) announced it had launched a new website for its Center for Faith, describing it as a resource hub for individuals who may have experienced religious discrimination at work and for faith organizations seeking information about potential grant opportunities and retirement plans.

The Department framed the launch as part of a broader federal initiative created by Executive Order (EO) 14205 (February 7, 2025), which established the White House Faith Office and updated prior federal “faith-based and community” framework terminology to “Center for Faith” across agencies.

This update applies to employers and organizations that interact with the U.S. Department of Labor’s faith‑based resources and took effect on March 19, 2026.

What Employers Need to Do

• Review and refresh policies to clearly prohibit religious discrimination, harassment, and retaliation, consistent with existing complaint handling practices.

• Train supervisors and HR on recognizing and handling religion-based issues, including how to evaluate accommodation requests and escalate concerns.

• Confirm investigation protocols for religion-based complaints are prompt, consistent, and documented in the same manner as other protected category complaints.

• For organizations seeking federal funding, use the Department’s grant navigation materials and monitor funding opportunity announcements that explicitly encourage faith organizations to apply where eligible.

Overview

• Launch: The Department of Labor Center for Faith website launched on March 19, 2026.

• Purpose: Resources on workplace religious discrimination plus grant and retirement plan information for faith organizations.

• Authority: The Executive Order 14205 (February 7, 2025) established the White House Faith Office and “Centers for Faith” framework across agencies.

• New Public Resource Hub: The Department’s launch announcement describes the Center for Faith webpage as providing workplace religious discrimination resources and information for faith organizations on grant opportunities and retirement plans.

• Three Highlighted Original Resources: The Department identified (1) an Interactive state-by-state map listing religious discrimination protections and the relevant state office, (2) a guide to navigate the federal grants guide, and (3) a guide on retirement benefits guide for faith organization employees.

• Executive Branch Framework: Executive Order 14205 established the White House Faith Office within the Executive Office of the President and amended earlier executive orders by replacing prior terminology with “Center for Faith,” supporting a coordinated agency structure.

• Interagency and Training Emphasis: The White House fact sheet describes coordination across agencies on religious liberty training and identifying and promoting grant opportunities for eligible faith-based and community organizations.

Why This Matters

• The Department positioned the website as a tool to address workplace religious discrimination and to support access to federal resources for eligible faith-based organizations, signaling ongoing attention to religious discrimination topics.

• The site consolidates practical items such as an interactive state map for religious discrimination protections and agency contacts, which can affect how employees find complaint channels and information.

• The executive order framework emphasizes interagency coordination, including training and coordination related to religious liberty and grant participation across agencies.

• The launch should be treated as a compliance signal for employers to review policies, supervisor training, and investigations related to religion-based complaints and accommodation requests.

Key Risks for Employers

• Complaint Intake and Escalation Risk: Easier access to state and federal complaint pathways through the map may increase employee awareness and reporting, raising the importance of timely and consistent internal response.

• Manager Handling Risk: Inconsistent handling of accommodation requests or religion-based complaints can elevate exposure, particularly if supervisors are not trained on escalation and documentation expectations.

• Policy Clarity Risk: Outdated handbook language or unclear anti-harassment language on religion can create inconsistency in investigations and corrective action.

Additional information

• At this time, the Department has not announced new enforcement standards, reporting requirements, or employer obligations tied specifically to the Center for Faith; existing religious-discrimination and accommodation requirements under Title VII and applicable state laws continue to apply.

• The Department’s Center for Faith lists Faith@dol.gov as a contact email for questions about its work and resources.

Source Reference

• DOL – Press Release – Labor Department launches new Center for Faith website (March 19, 2026)
• DOL – Center of Faith Website
• White House – EO 14205 – Establishment of The White House Faith Office (February 7, 2025)
• Federal Register – EO 14205 – Establishment of the White House Faith Office

Resources

• DOL – Center of Faith Interactive Map
• DOL – Center of Faith Guide for Retirement Benefits
• DOL Center of Faith – Guide for Federal Grant Process
• DOL – Center of Faith – Anti-Religious Bias in the Workplace

This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.