Title VII of the Civil Rights Act of 1964 makes it unlawful "to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment, because of such individual's … religion." As originally enacted by Congress, Title VII did not explicitly require an employer to accommodate an employee's religious practices. That changed when the Equal Employment Opportunity Act of 1972 amended Title VII to define religion as "all aspects of religious observance and practice, as well as belief, unless an employer demonstrates that he is unable to reasonably accommodate to an employee's or prospective employee's religious observance or practice without undue hardship on the conduct of the employer's business."