Ramadan begins this year on the evening of 28th February and ends on 30th March (dates may vary according to sightings of the moon). During this time Muslims will fast from sunrise to sunset and the majority will spend time in prayer, engage in charitable activities and will want to spend time with family and friends.

Many Muslims are faced with the challenge of balancing religious commitments and work during Ramadan; to be an inclusive and supportive employer it is important to know what accommodations you can put in place for employees who are observing Ramadan. 

Impact of Fasting

Ramadan often occurs during the summer months (though not this year) when days become longer, which can result in employees spending longer times without food and water during work, as fasting requires Muslims to fast between sunrise and sunset. Employers can consider various accommodations such as:

• Scheduling important meetings and tasks to take place early in the morning when the energy of employees is likely to be higher.
• As fasting begins at sunrise, employers may consider allowing temporary changes to working hours, so fasting employees can start work and finish earlier than usual.
• Considering regular short breaks will allow an employee to rest and build up their energy levels.
• As there is a restricted intake of food, productivity levels may be affected. Employers should be aware of this and try not to be overly critical of employees who appear to be showing lack of productivity, as it may be down to fasting.
• Employers should consider requests from staff who do not want to attend client meetings where food and drink may be served.

Accommodating Annual Leave Requests

There may be an increase of annual leave requests from employees during Ramadan, particularly during the festival Eid al-Fitr which marks the end of Ramadan when Muslims break their fasting. During this period the Easter Break will also take place, and this means that employers may receive a high number of requests from their employees requesting time off for both religious and non-religious reasons throughout March and April.

It is important to note that there is no automatic right to take time off for religious reasons, however employers should be sensitive to the needs of employees who observe religious events, including Ramadan. Annual leave requests should be managed by following the Practice holiday procedure. If the requests for time off are refused, employers must refuse the request providing the correct notice to refuse annual leave. Refusal without a sound business reason can be seen to be discriminatory, so employers should discuss the refusal of the request with employees and come to an agreement by seeking an alternative.

Break Time to Pray

Legally an employee is entitled to one 20-minute break every six hours under the Working Time Regulations. During Ramadan employers may receive requests from employees requesting more break times to pray which should be considered. During the holy month an emphasis is put on prayer which involves Muslims praying up to 5 times a day, although some may observe this all year round. Some employers may have appropriate facilities such as a quiet room that they can use for prayer; if there is a space available this should be communicated to employees. If a designated or quiet space is not available for prayer, requests received should still be dealt with in a sensitive manner.

Introducing a Policy

A policy on how the Practice can make allowances for religious observance can come in useful for employers. The policy can outline what flexibility or adjustments are available for staff, the supports available for employees and outline the expectations of employees during periods of religious observance.

It is important that employers are aware that both Muslims and non-Muslim employees should be treated fairly over the month of Ramadan, and understanding what support you can offer is key.