Ramadan In The Workplace: Considerations For Employers
Key Contact: Claire Knowles
Author: Rubel Bashir
Ramadan is the 9th month in the Islamic Calendar and a significant time for Muslims worldwide; it is a period of fasting, spiritual reflection, increased charity and extra prayers. This year, in the UK, Ramadan will start for most Muslims on 23 March 2023 and end around 21 April 2023. Those observing Ramadan will abstain from food and drink (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 God.
For employers with Muslim employees, it is important to recognise and respect the observance of Ramadan. Here are some things to consider during this time:
Awareness and Accommodation: Employers should be aware of the specific needs of their Muslim employees during Ramadan. For example, it may be necessary to make adjustments to break times to allow employees to break their fast or provide suitable facilities for prayer if possible. Not all Muslims will fast during Ramadan, for example, menstruating women and medical exemptions may apply. Care should be taken not to be overly intrusive. Employers should encourage staff to discuss their religious observance if they are comfortable in doing so.
Flexible Working Arrangements: 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.
Sensitivity to Religious Obligations: Employers should be sensitive to the fact that Muslim employees may be observing a month of spiritual reflection and self-discipline. For example, fasting employees should not be offered food and drink during Ramadan. Employers should consider avoiding scheduling meetings or events during prayer times, and being mindful of the significance of the period.
Encouragement and Support: Employers can show support for their Muslim employees during Ramadan by offering encouragement and understanding. Wishing Muslim colleagues Ramadan Mubarak (Blessed Ramadan) and taking an interest is likely to be well received and offering time off for Eid al-Fitr, the celebration that marks the end of Ramadan is likely to be needed.
Accommodating requests for annual leave: 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 and 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.
Inclusivity and Diversity: Employers can use Ramadan as an opportunity to celebrate and promote diversity and inclusivity in the workplace. By recognising the needs of Muslim employees during this time, employers can foster a culture of respect and understanding that benefits everyone.
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.
In conclusion, Ramadan is an important time for Muslims, and employers should be aware of the significance of the period and show sensitivity and support for their Muslim employees. By doing so, employers can promote a workplace culture that is respectful, inclusive, and diverse.
For further information on the content discussed within this article, or anything else, please contact a member of the Employment team and we would be happy to assist.
