Supporting employees observing Ramadan
Ramadan is a holy month for Muslims where they observe religious requirements. These requirements can have an impact on Muslim employees during the working day so it is important employers understand and support employees at this time.
The impact of fasting
Employees who observe Ramadan are required to fast between sunrise and sunset. As days are becoming longer, this usually means employees are spending a long time without food and will be present at work during these hours.
Employers may wish to consider adding some flexibility in to the working day, perhaps scheduling important meetings in the morning when energy levels of employees are likely to be higher. As fasting also begins at sunrise, the day is likely to begin earlier than normal so employers may consider temporarily amending working hours to allow fasting employees to start earlier and finish earlier than normal.
A restricted intake of food is likely to have a negative impact on productivity levels, especially towards later working hours. Employers should be responsive to this and not negatively criticise an employee for a lack of productivity caused by fasting. There is a discrimination risk as Muslim employees should not be treated less favourably because they are observing Ramadan. Instead, employers can proactively consider altering shifts or allow regular short breaks if employees are lacking energy.
Employees may receive requests from staff who do not wish to attend training events or client meetings where they would be expected to eat food or drink. Employers should carefully consider these requests and arrange a meeting with the employee to discuss their reservations and consider whether an alternative arrangement can be reached.
Managing religious holiday requests
It is not unusual for employers to receive a high number of holiday requests to allow for observance. As Ramadan takes place in the summer months, it is likely that employers will also be managing a number of other requests or holiday periods for other staff.
Holiday requests should be dealt with in the normal manner, following any company holiday procedure. If the request cannot be accommodation, for example where the business is already at cap, then the correct notice to refuse the holiday needs to be given. A refusal without a sound business reason can be discriminatory so employers may need to discuss the request with employees and see if this can be accommodated.
Have a policy on observing religious holidays
Not every Muslim employee will observe Ramadan in the same way and not every workplace will make allowances for religious observance. A policy on this area is a good tool to outline how the business supports employees, what flexibility or adjustments are available to staff, and the expectations of employees during periods of religious festivals. Any policy or employee allowances should be available to all religions, not just employees of one religion.
