Ramadan in the Workplace
Expected to start on Friday 28 February
Ramadan in the workplace can present unique challenges and opportunities for both Muslim employees who observe fasting and their colleagues and employers.
Ramadan in 2025 is expected to start on the evening of Friday 28 February, with the first day of fasting on 1 March 2025. It will end before the day of Eid al-Fitr, a major celebration. which is expected to take place on Sunday 30 March, or Monday 31 March, subject to moon sighting in Saudi Arabia.
Here are some key aspects to consider:
Understanding Ramadan
- Ramadan is the holiest month in Islam, during which Muslims fast from dawn to sunset—abstaining from food, drink (including water), and other physical needs.
- It is a time of spiritual reflection, increased prayer, and community.
- The fasting schedule can affect energy levels, productivity, and work routines.
How Employers & Colleagues Can Support Muslim Employees
Flexible Work Arrangements
- Adjusting work hours: If possible, allowing earlier start times or remote work can help accommodate fasting schedules, using annual leave and with important meetings held in the morning.
- Communicate needs early: It will help if employees can let their manager know if schedule adjustments would help.
- Plan workload wisely: Employees will welcome high-energy tasks in the morning when energy is higher if this can be agreed.
- Take short breaks: If possible, short breaks can help conserve energy. Given the physical demands of fasting, it may help to reduce fatigue impacting performance and so an agreeable solution can be found.
- Stay hydrated and eat well before fasting: A good suhoor (pre-dawn meal) can help maintain energy levels.
- Discuss and agree plans: with affected staff and their colleagues as necessary
Respect & Inclusivity The impact of fasting
- Be mindful of food and drink: While Muslims do not expect others to change their habits, being discreet with eating or drinking can be a thoughtful gesture. Some Muslims will completely abstain from all food and drink during the fasting period, whereas others may take a different approach.
- Policy: Given the importance of Ramadan to Muslims, it is advisable to highlight the organisation’s approach in a religious observance or as part of a special leave policy, giving individuals a clear source of information on their rights at work during this time. Some Organisations have a clear inclusive special leave policy, which includes time off for religious observance, and other non-sickness leave.
- Avoid making assumptions: Not all Muslims fast (due to health reasons, pregnancy, etc.), so avoid asking overly personal questions.
When it comes to religious observance, it is important that employers act in a way that is sensitive to the needs of those requesting adjustments, and line managers are equipped with the knowledge and skills to deal with all requests for religious observance in a respectful and fair manner. Where it is not possible to accommodate what has been requested, requests can be refused and only where there are no compromises to be made.