SUPPORTING EMPLOYEES DURING RAMADAN
Ramadan, the Islamic holy month of fasting, is a significant time for Muslims around the world, including the UK. In 2025, Ramadan is expected to begin on the evening of Sunday, March 2, and end on the evening of Tuesday, April 1. During this time, Muslims fast from dawn until sunset, abstaining from food, drink, and other physical needs. Employers must recognise the potential impact of Ramadan on their Muslim employees and offer appropriate support to ensure they can observe their religious practices without facing undue hardship in the workplace.
1. Anticipating Hybrid and Flexible Working Arrangements
In today’s workforce, hybrid and flexible working are common practices. The flexibility to work from home or adjust working hours can be particularly important during Ramadan, as fasting can result in changes to sleep patterns and energy levels. Employers and affected employees should consider how these needs can be supported without disrupting business operations.
Flexibility in Working Hours: Employers should explore adjusting working hours for Muslim employees during Ramadan. For instance, some employees may prefer to work earlier in the day before they begin fasting or later in the evening when the fast is broken. Offering flexible start and end times can help employees maintain productivity while also respecting their religious observances.
“By anticipating hybrid and flexible working arrangements, managing annual leave requests efficiently, and allowing for rest and prayer breaks, employers can help their employees observe their faith while also maintaining productivity.”
Hybrid Working: For employees working in hybrid roles, employers should ensure that remote working options are available, allowing employees to avoid commuting during the hours when they are fasting. This can be especially beneficial for employees working in roles that do not require a physical presence in the office. A clear and open discussion about the possibility of working from home during Ramadan should be encouraged.
Employers should ensure that any changes to working hours or arrangements are discussed and agreed upon in advance. Employees may make flexible working requests which Employers should respond to within two months’ and engage in meaningful consultation before making a decision. Any adjustments should be made on a case-by-case basis, taking into account the specific needs of the employee, the role, and the overall business requirements. However, having clear and open discussions with employees can avoid the need to go through a formal process when making adjustments.
2. Annual Leave Requests
During Ramadan, employees may need to take additional time off to observe religious practices, such as attending special prayers at the mosque or celebrating Eid al-Fitr, the festival marking the end of Ramadan. As Ramadan 2025 ends on April 1, many employees may want to request annual leave for the final days of Ramadan or the following week for Eid celebrations.
Employers should be proactive in communicating the process for requesting annual leave well in advance, allowing employees to plan accordingly. Providing a clear framework for how to request time off will help employees feel supported while also allowing employers to manage staffing needs. Given that Eid can sometimes fall on short notice, it is important to encourage early leave requests and be flexible in accommodating those who may require extra time off.
Employers are legally entitled to manage and approve annual leave requests based on business needs, but employers should exercise understanding and flexibility where possible. Where business demands are high, employers should work with employees to find mutually agreeable solutions, such as allowing shift swaps or temporary adjustments to workloads.
3. Rest and Prayer Breaks
Fasting during Ramadan can lead to tiredness and decreased energy levels, particularly in the afternoons. Providing rest breaks and allowing time for prayer can significantly improve employee well-being during this period.
Under UK employment law, employees are entitled to rest breaks if they work for more than six hours in a day, and employers are required to provide these breaks. While employers cannot force employees to take prayer breaks, they can support their employees by allowing them to take time out during the working day for prayer. Many Muslims pray five times a day, and some of these prayers fall during working hours. Offering designated prayer spaces, or allowing employees to use a quiet room, can be a respectful and practical way to support Muslim employees.
Employers should also consider how to offer rest breaks, particularly during fasting hours. A well-rested employee is likely to be more productive and engaged in their work, so allowing employees to take short breaks to recharge can help them maintain focus throughout the day. Flexible break times can also help employees avoid feeling isolated, especially if they are working in an environment where they are the only Muslim employee.
4. Workplace Culture and Communication
Employers should foster an inclusive workplace culture where employees feel comfortable discussing their religious practices. This can be achieved through open communication and respect for individual needs. Managers and HR departments should be trained to handle requests related to religious observance with sensitivity, and workplace policies should clearly reflect the company’s commitment to inclusivity.
In the lead-up to Ramadan, employers should engage in discussions with Muslim employees about how they can best be supported. This shows proactive care and consideration, helping employees feel valued and supported during this significant period.
Supporting Muslim employees during Ramadan 2025 is not only a matter of religious accommodation but also a demonstration of an inclusive and supportive workplace. Employers can be held liable for discrimination and harassment, including on the basis of religion or belief, by their employees. As such, it is in an employer’s best interest to ensure that all employees are informed about the practices associated with observing Ramadan and the potential impact these practices may have on the workplace.
By anticipating hybrid and flexible working arrangements, managing annual leave requests efficiently, and allowing for rest and prayer breaks, employers can help their employees observe their faith while also maintaining productivity. By adhering to UK employment law and showing respect and understanding, employers can build a positive, diverse, and harmonious work environment for all employees during Ramadan.