Ramadan in the workplace: supporting your employees

The holy month of Ramadan commenced on the evening of Tuesday 17 February and is a time when Muslims fast from dawn to sunset, avoiding any eating or drinking during daylight hours. Ramadan is the ninth month of the Islamic calendar and is one of the most sacred months for Muslims, as it is the month in which the Qur'an, Islam's holy book, was revealed to the Prophet Muhammad.

Muslims believe fasting is a private act of worship that brings a person closer to God, builds spiritual discipline, and encourages empathy for those less fortunate. Each day’s fast is broken with prayer and an iftar meal, often shared with family and friends. During this month, there are several points employers should consider when supporting the wellbeing of their Muslim employees: 

Offering flexible working and regular check‑ins

Many of those fasting will experience lower energy levels during the month due to a combination of daily fasting, dehydration, and disrupted sleep patterns caused not only by waking up well before dawn to eat, but also by late-night prayers. These changes can lead to reduced calorie intake, fatigue, and headaches.

Employers should therefore keep in mind that daily fasting can affect an employee's energy and productivity levels, and regular check-ins can help managers understand whether workloads, deadlines, or cognitive demands need adjusting during low‑energy periods.

Consequently, employers should also be open to considering flexible working arrangements during this month. Allowing staff to work earlier, later, or to split their day enables fasting employees to avoid long commutes during peak dehydration periods, manage fatigue more effectively, and break their fast on time at home.

Offering flexibility for annual leave requests

Many fasting employees will want to book annual leave during Ramadan, particularly in the last 10 days, which hold special religious significance due to increased night-time prayers and spiritual practices. These evenings can extend late into the night, often resulting in shorter sleep cycles and growing fatigue. Offering flexibility with leave requests during this period helps employees manage the physical demands of fasting while observing their religious practices. This year, the last 10 days are expected to fall between 9 and 19 March, so employers should keep these dates in mind.

Additionally, the festival of Eid-al-Fitr marks the end of Ramadan, and many of those observing will want to take time off to celebrate with family and friends and attend their early morning prayers. A flexible and understanding approach to annual leave requests ensures Muslim employees feel respected and supported. This, in turn, promotes a workplace culture rooted in inclusion and psychological safety.

Promoting a culture of respect, awareness and tolerance

Religion is a protected characteristic under the Equality Act 2010, which prohibits direct and indirect discrimination, harassment, and victimisation because of an employee’s religion or belief. Organisations therefore have a legal and ethical responsibility to handle employees’ religious needs sensitively and without placing them at a disadvantage.

Promoting a culture of respect and awareness during Ramadan is essential for Muslim employees to feel valued at work. One way to do this is by offering a quiet space for prayer.  While employers are not legally required to provide a dedicated prayer room, Acas advises that organisations should try to accommodate religious needs wherever possible. In addition, employers should have regard to other accommodations they have made for others, and on what basis, to ensure protected beliefs (either the same or different) are being treated fairly.

Creating team‑wide awareness is equally important. Employers should communicate that Ramadan has begun and encourage colleagues to be considerate – for example, by being mindful of fluctuating energy levels. Crucially, teams should avoid asking personal questions like “Why aren’t you fasting today?”. Some individuals may be exempt due to health-related or other personal reasons and may not wish to disclose this.

Creating a truly inclusive workplace means ensuring that employees feel safe, supported, and able to bring their whole selves to work. By fostering open dialogue, considering flexibility, and promoting understanding around religious practices such as Ramadan, employers can help build an environment where everyone feels respected. Small, thoughtful adjustments not only have the potential to uphold legal responsibilities but also strengthen trust, psychological safety, and a sense of belonging across the organisation.

With thanks to Amna Mushtaq, Solicitor Apprentice, for their help in producing this article.

This publication is a general summary of the law. It should not replace legal advice tailored to your specific circumstances.

© Farrer & Co LLP, February 2026