How to support employees who are observing Ramadan?

Ramadan is the ninth month of the Islamic calendar, and it is a sacred month of fasting, prayer, and reflection for Muslims all over the world. Muslims will not eat or drink during daytime hours and will refrain from undesirable habits such as smoking, swearing, gambling, and gossiping. Muslims will fast every day between sunrise and sunset during Ramadan, as well as undertake additional prayers and religious obligations. For Muslims observing Ramadan, the combination of fasting with lengthy working hours, especially on hot days, can be difficult. Employers should be aware of the potential impact of not eating or drinking during the day, paired with a shift in sleep patterns, on their employees and consider taking steps to support them.

Employers should not assume that all Muslim employees would fast in the same way or that those who do will demand special accommodations made for them during Ramadan. Employers might encourage all employees to consider any potential impact fasting would have on their job, as well as any solutions that might be beneficial.

Flexible approaches

Many Employers now have the ability to offer flexible working hours due to the pandemic. Businesses can explore creating flexible schedules that may allow fasting workers to work from home on instances when they are required to be on site — allowing employees to start and complete their shifts at their convenience. Such flexibility can help employees retain their typical productivity levels (as long as deadlines are met and work is performed within their contracted hours).

Not all companies will be able to offer flexible working; those that cannot may be able to reallocate shifts to satisfy employee preferences. Modifying the work rota to allow an employee to end early to avoid rush hour and prepare Iftar (evening meal after sunset) with loved ones to break their fast or start later on the morning to get enough sleep from long congregational prayers the night before. 

Employers may take the following steps to support employees who are fasting during Ramadan, depending on the nature of the job:

• Organising shifts to fit employees' preferences as much as possible, such as finishing work in time to break the fast at sunset;
• Allowing requests for annual leave to be accommodated;
• Educating colleagues about Ramadan and encouraging them to support their fasting co-workers, particularly by avoiding providing them food or drink (when employees are still present);
• Allowing employees to schedule important meetings or work involving operating machinery in the morning and tasks that are less physically or mentally demanding later in the day to allow for lower energy and concentration levels in the afternoon, e.g. by scheduling important meetings or work involving operating machinery in the morning and tasks that are less physically or mentally demanding later in the day

Due to personnel constraints, not all businesses will be able to satisfy requests for flexible working hours or yearly leave. Employers are not obligated to comply with such requests from Ramadan-observant workers if they can legitimately justify their refusal.

Reasonable Adjustments

Although it is not legally binding, it is within an employer's power to make reasonable adaptations, such as providing a safe location for employees to pray at work. Muslims can pray and reflect in a prayer room because it is calm and private. Providing a prayer room (or facilities) at the workplace demonstrates a deliberate commitment to diversity and boosts employee morale. Because Muslims tend to pray two to three times out of the five prayers at the office, this is also a sensible decision for any employer.

Being Mindful

Employers should be aware of the difficulties of fasting at work or while working remotely. This will come from a place of compassion, empathy, and understanding. During Ramadan, Muslims perform Taraweeh (a long special prayer) till the early hours of the morning, then rise up for Suhoor (meal) about 4 a.m. While some people try to sleep in fits and starts during the night, others struggle and end up staying awake for long periods of time, resulting in exhaustion, a lack of focus, and low energy throughout the day.

As a result, Muslim employees may be too sleepy to attend and lack the enthusiasm to network with other guests, potentially isolating them. Employers should be aware that especially during this holy month, Muslim employees will be uncomfortable attending gatherings where alcohol is present.

How can I show support to my employees?

The greatest approach to be a supportive employer or colleague is to learn why Muslims fast throughout Ramadan.

Employers can increase awareness of important religious events, such as Ramadan, by posting a calendar of religious days and festivals on their intranet or employee networks.

Employees might be more sensitive to the requirements of colleagues who are fasting by publicising the dates of Ramadan and explaining what fasting entails. This can also assist supervisors in anticipating yearly leave requests.

There are a few basic things that everyone may do to help others during Ramadan, including:

• avoiding adding to their difficulties when they are fasting, such as not asking them to work overtime;
• not offering them food or drink out of consideration;
• avoiding food-related work events such as working lunches and team meetings when biscuits or food spreads are served

Employer holiday policy should be accommodating of employees who practise religions other than Christianity, especially because the majority of Christian holidays are observed as bank holidays in the United Kingdom.

Key notes

The last ten days of Ramadan are noteworthy because Muslims believe the Quran was revealed around this time. Some Muslims may request time off during this month in order to devote more time to devotion and make the most of it. As a result, employers should consider allocating resources to allow their staff to fully participate in Ramadan and celebrate Eid*.

Employees and managers should be especially cautious about presuming or implying that all Muslims fast throughout Ramadan. Pregnant women and those on their menstruation, as well as anyone with health problems, are exempt.

*Eid literally means a “festival” or “feast” in Arabic. There are two major Eid’s in the Islamic calendar per year – Eid al-Fitr earlier in the year and Eid al-Adha later. Eid al-Fitr means “the feast of breaking the fast.” The fast, in this instance, is Ramadan. Eid al-Fitr features two to three days of celebrations that include special morning prayers. People greet each other with “Eid Mubarak,” meaning “Blessed or Happy Eid” and with formal embraces. Sweet dishes are prepared at home and gifts are given to children and to those in need. In addition, Muslims are encouraged to forgive and seek forgiveness.

If you recognise the value that all employees provide to your business then you may like to identify areas where you can improve such as inclusivity. What may appear to be a minor gesture, such as providing access to a prayer room or sending a company-wide email alerting all employees that Ramadan is approaching, is a deliberate effort to support and celebrate Muslims in the workplace.