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Ramadan will commence on the evening of Friday, 28 February, after the sighting of the crescent moon, and will continue for 30 days, concluding on Sunday, 30 March. Following this period, Muslims will celebrate Eid al-Fitr, marking the end of Ramadan and the breaking of their daylight fasting.

In the UK, nearly four million people practise Islam, making it the second-largest religion according to the Office for National Statistics (ONS). Therefore, it is crucial for employers to be aware of how observing Ramadan may impact their team members and how they can be supported in the workplace. This not only helps in fostering a positive work environment but also reduces the risk of potential discrimination or harassment claims.

Supporting Employees During Ramadan in the Workplace

Open Communication About Religious Observance

Employers should speak with all employees in a sensitive and respectful way about how they can support their colleagues during times of religious observance. For instance, encouraging employees to make their needs known to their supervisors or line managers during the fasting period.

Flexible and Hybrid Working Arrangements

Fasting can affect workers’ energy levels, especially with long nights spent in community and worship. Employers should consider allowing those observing Ramadan to work from home and/or have flexible hours. By consulting with fasting employees, employers can implement temporary arrangements during Ramadan, such as allowing workers to start work earlier and leave earlier, and/or being flexible with lunchbreak periods – e.g., when they occur and their duration. For employees in more physically demanding roles or those who work shifts, employers should consider whether duties or working practices can be temporarily adjusted during Ramadan if requested. It is crucial to ensure that colleagues do not perceive any unfairness in the way different groups are treated when considering these temporary arrangements.

Prayer Breaks

Muslim employees might want to take breaks during the workday for prayer. According to the Working Time Regulations 1998, a minimum 20-minute break every six hours is legally required. Where employees receive a longer break, such as an hour’s lunch break each day, employers should be thoughtful and accommodating by allowing the breaks to be divided into shorter segments, provided each employee gets a minimum of 20-minute break every six hours, or providing additional break times during this period if feasible.

Leave Requests

While there are no public holidays in the UK for non-Christian days, employers should be mindful that Muslim employees may wish to take time off to celebrate Eid-Al-Fitr. Any annual leave requests should be managed in line with the company’s standard leave request procedures. Requests should always be carefully considered.

If several employees request the same time off, it may not be possible to accommodate all the holiday requests. In such cases, employers should act fairly and implement a reasonable system to enable as many employees as possible to participate in the festivities. It is important to note that denying employees time off for religious holidays could result in claims of indirect discrimination.

Raising Awareness of Religious Events

Raising awareness of key religious events, such as Ramadan in the workplace is essential. This helps employees to be mindful of their colleagues’ needs and how they can offer support. To assist workers observing Ramadan, consider the following:

• Avoid assigning additional work tasks to those fasting, as their energy levels may be lower – e.g., overtime.
• Encourage all employees to be considerate by not offering food or drink to those fasting. Similarly, be mindful of work events that involve food, such as those with catering or snacks.
• Schedule work meetings thoughtfully, avoiding late afternoon meetings when energy levels may be low due to fasting.

It is advisable to consult on these measures before implementing them and to avoid assuming that they will be well received.

Providing a Private Area for Prayer

During the holy month, there is a special emphasis on prayer, although practising Muslims pray five times a day throughout the year. Many employers offer a designated area in the workplace for those who wish to pray in a clean and quiet space, and this should be considered if it is logistically feasible.

Considering Religious Observance in Performance Management

It is crucial to thoughtfully consider and manage employees during the holiday, as fasting may affect their performance. Managers should be mindful that criticising an employee whose performance declines due to fasting could result in claims of indirect religious discrimination. Above all, it is essential that all employees, both Muslim and non-Muslim, are treated fairly throughout Ramadan. Being well-prepared and understanding are essential for ensuring a smooth month for both individuals and businesses.

How Can We Help?

Debbie Coyne is a Partner in our Employment Law team.

For further information on the above subject, please contact Debbie or another member of the team on 03301 624 681 or via our contact form.