Do you have a background in the law? Just because two words have a colloquial meaning doesn’t mean they don’t also have specific legal meaning that is counter-intuitive.
For example, the term is “reasonable accomodation” uses the word “reasonable” for a reason - you need to be able to perform the job. If the job involves working on evenings or weekends, it is not a “reasonable” accommodation to ask not to be scheduled during those times.
An example of a reasonable religious accommodation would be more like allowing an employee to wear a hat or hijab, even if a company dress code normally bans it.
A better example might be is if a company generally approves use of PTO if requested at least 1 month in advance, but consistently denies requests for religious holidays while allowing requests for secular vacations that are during similar dates/times.
Over time, such a pattern of disparate impact can be evidence of illegal discrimination.
Since having a specific type of highly invasive insurance is unrelated to the core operation of the business, it would be much harder to argue such a practice is, forgive the pun, kosher.