One employee is vegan. Another is allergic to shellfish. Another is lactose intolerant. Another has Celiac disease and can’t eat gluten. And yet another is kosher. You’re hosting a company lunch. What do you have to accommodate, and what should you accommodate?
Under the ADA, you may be legally required to accommodate food allergies if they rise to the level of a disability (i.e., they substantially limit a major life activity like eating or breathing). That means engaging in the interactive process and considering reasonable options: labeling foods, offering allergen-free alternatives, or simply checking in with the employee to ask what works best.
What about religious restrictions? Similar to the ADA, Title VII requires a reasonable accommodation (unless it imposes an undue hardship) and you should talk to the employee(s) to determine what accommodation you can make.
Dietary preferences—like veganism or vegetarianism? Legally, there’s no requirement to accommodate someone’s choice not to eat meat, unless it’s tied to a sincerely held religious beliefs (see above).
Here’s the bigger picture: Even if the law doesn’t require it, a good employer still should make room at the table for everyone. Food brings people together—but only if everyone can actually eat it. It costs next to nothing to ask about dietary needs or to offer a few thoughtful options. But it sends a big message: we see you, and we value your full participation—not just your productivity.
Whether it’s a peanut allergy, kosher observance, or vegan lifestyle—respecting what your employees eat (or don’t) isn’t just polite. It’s inclusion in action.
And at the end of the day, isn’t that the kind of culture you’re trying to build?
