Question

give example or situation in which an employer could argue that the cost of accommodation of an employee's religious practice(s) is too costly and as such cannot be granted thereby resulting in termination?

Answer 1

If there is an employee that needs regular leaves from work due to their religious beliefs, the employer can argue that they have to face unnecessary hardships to accomodate the employees religious practices.

For the time spent by the employee on leave, the company might be required to pay the overtime costs to some other employee who is willing to work extra.

But if this happens on a regular basis, the money spent by the employer would be unfair to them. They may face difficulty in handling such a situation as they would have to pay the employee as well as the worker who works overtime.

Hence the company can argue to terminate such an employee without violating any discrimination law based on religion, gender, age, sexual orientation, etc.