In order to create an inclusive workplace that values, respects and celebrates diversity, an understanding of Ramadan is key to supporting colleagues throughout this time. While employers are unlikely to encounter significant issues, it’s essential to be aware of legal considerations when managing employees observing Ramadan and to proactively consider ways to provide support for them in work.
What is Ramadan?
Ramadan is the ninth month of the Islamic calendar and the holy month of fasting. Observed by Muslims worldwide, Ramadan commemorates the month during which the Quran, the holy book of Islam, is believed to have been revealed to the Prophet Muhammad. Muslims will observe fasting (including water) from dawn until sunset (approximately 15 hours) every day for 29 or 30 days as a means of obeying a pillar of their faith and gaining closeness to Allah (God). They will also engage in additional prayers, reflect on spiritual growth, and participate in community activities as part of their religious obligations. Many Muslims will continue working during Ramadan.
When is Ramadan?
Although start dates vary each year, depending on the sighting of the moon, Ramadan in 2024 is predicted to start on the evening of Monday, 11 March. It is expected to conclude on Tuesday, 9 April 2024 with the celebration of Eid ul-Fitr.
How to support Muslim staff members during Ramadan
It’s important to support employees during Ramadan to ensure they feel valued and respected and can continue to perform their duties to the best of their ability. In most cases, employees will plan effectively, communicate openly with colleagues and supervisors, and make adjustments to their daily routines in order to minimise disruption and maintain a smooth workflow. However, employers can proactively help and support employees during Ramadan by:
Offering flexible working: Religion is one of the protected characteristics under the Equality Act 2010. This means that employees must not be treated less favourably because they are fasting. While there is no legal right to a variation in hours due to religious belief, employers should be flexible and open to discussion with their staff, accommodating employee requests where possible.
Employees observing Ramadan may be staying up late to observe prayers and will be waking up in the early morning to have their pre-dawn meals. As such they may require changes to their work patterns. Employers should consider offering flexible working arrangements if possible as a temporary measure. This can include adjusting working hours or allowing employees to work from home to accommodate fasting and prayer times. Not all employers will be able to accommodate requests for flexible working depending on the industry and client needs. Where requests cannot be accommodated, these should be discussed and explained to employees and if possible alternative solutions considered.
Accommodating increased annual leave requests: Muslims are likely to want to take some time off either during the month of Ramadan or to celebrate Eid. Employers should note that the exact dates are subject to the sighting of the moon and therefore try to accommodate requests with short notice if possible or allow employees to book multiple days but cancel days which are not needed at short notice. However, care should be taken to apply a fair and consistent approach.
Providing education to increase awareness and understanding: Arranging training, informational sessions, or internal communications, can enable other staff members to learn more about Ramadan and its importance for Muslim colleagues. By educating managers and supervisors on effectively supporting employees during Ramadan, organisations can equip them with the necessary tools to prioritise flexibility and open communication.
Scheduling strategically: Fasting during Ramadan may result in fluctuating energy levels. With this in mind, consider supporting employees by strategically scheduling meetings and appraisals in the morning or at the start of their shift. If you are unsure what time would be best, engage with employees so that you can hopefully agree on a time that accommodates their fasting obligations and works for everyone.
Offering supportive resources: If possible, employers should provide access to quiet or designated prayer spaces within the workplace where Muslim employees can perform their prayers comfortably and privately.
