Supporting employees during Ramadan: beyond the basics

As we enter the holy month of Ramadan, it is essential for employers to go beyond the basics and truly understand how to support their Muslim employees.

Ramadan is considered one of the holiest months in the Islamic calendar. For Muslims worldwide, it is a time for prayer, reflection, community and fasting. Many Muslims fast by abstaining from food and drink during daylight hours. Instead, eating is done before sunrise (which, in 2025 in the UK, is around 6am) and after sunset (around 5.45pm). Timings will vary as the month goes on, but, this year, the fast will last approximately 14 hours each day.

In 2025, Ramadan was expected to begin on the evening of Friday 28 February, with the first day of fasting on Saturday 1 March. Fasting will conclude on the evening of Sunday 30 March, and Eid al-Fitr – the three-day festival to mark the end of Ramadan – is likely to start on Monday 31 March. The dates are predicted, and subject to change, because the Islamic calendar is lunar and follows the phases of the moon. 

We have written previously about how employers can accommodate Muslims employees’ religious observance during Ramadan:

Ramadan 2024: how to support your employees

Supporting employees during Ramadan 2023

Ramadan 2022: supporting your colleagues through the holy Islamic month

Our previous blog articles remain relevant in providing valuable insights for employers during Ramadan, including guidance on dealing with annual leave requests, providing rest breaks and offering prayer space. In this article, we build on these points and set out new ways to enhance the workplace experience for those observing Ramadan. Here are six fresh perspectives to consider:

1.Fostering a culture of understanding and respect

One of the most effective ways to support employees during Ramadan is to foster a culture of understanding and respect. This goes beyond simply accommodating Muslims employees’ needs; it involves creating an environment where they feel valued and understood. Employers can help with this by providing training and education on the customs and traditions of Ramadan. This could include organising workshops or seminars to educate all employees about the significance of Ramadan and the challenges faced by those observing it. When it comes to helping colleagues who are fasting, for example, managers can help by avoiding scheduling team lunches or food-related events during fasting periods, while all staff can be encouraged to be thoughtful about the timing of food offerings. However, this doesn't mean that food can't be part of team gatherings. Since many employees will be breaking their fast during working hours (around 5.45pm), employers could consider hosting a team iftar instead of a team lunch. Being informed and mindful about what Muslim colleagues might need during this time can help build empathy and create a more inclusive workplace overall.

2.Flexible working hours and remote work options

While flexible working hours and remote work options have been mentioned before, it's worth emphasising their importance. Namely, employers should consider allowing temporary arrangements for Muslim employees to adjust their work schedules to better align with their fasting and prayer times.

The ACAS Guidance on religion or belief discrimination at work and the EHRC Code of Practice suggest adopting a practical approach to whether such temporary arrangements could be put in place for the duration of Ramadan. For instance, to take account of the impact of fasting on their productivity, Muslim employees might prefer to start their workday earlier in the morning and finish earlier in the afternoon. This allows them to manage their energy levels better, especially if their work is physically demanding. Additionally, remote work options can provide the flexibility needed to balance work and religious commitments, as well as to attend community commitments, such as communal meals (iftars) where Muslims gather to break their fast together.

3.Promoting work-life balance

Ramadan is a time for spiritual reflection, and equally as important as the fasting during the day is the prayer during the night. This year, the days are shorter, but the nights are longer. This means employers should be mindful that employees will be balancing working life with being partially nocturnal. Moreover, fasting and the altered sleep schedule during Ramadan can sometimes lead to fatigue and stress.

Employers can support their employees by promoting a healthy work-life balance. This can include being mindful when considering an employee’s workload during Ramadan and adjusting expectations accordingly. It can also be demonstrated through granting time off for religious observances (in addition to any annual leave taken) and allowing employees to take short breaks throughout the day to rest and recharge, as well as to pray. By prioritising work-life balance during Ramadan, employers can help employees maintain their wellbeing as well as their productivity.

4.Creating a supportive physical environment

Employers can also focus on creating a supportive physical environment for employees observing Ramadan. This includes providing designated prayer spaces that are quiet and comfortable, and where employees can take breaks without being surrounded by food. This helps fasting employees avoid temptation and maintain their commitment. Employers should also ensure that these spaces are easily accessible and well-maintained.

The EHRC Code provides guidance on balancing the needs of different employees when designating such spaces. Specifically, if a Muslim employee requests a designated prayer or rest room but the employer refuses such a request without a valid reason, the employer could be indirectly discriminating against that employee because of religion or belief, particularly if the employer has sufficient resources. On the other hand, the EHRC Code notes that employers should take care to avoid disadvantaging workers who do not need a prayer room (for example, by converting the only rest room), as this might amount to indirect religion or belief discrimination against those workers. It is therefore best practice to consult with all workers before designating a room for prayer or removing food from break spaces and to discuss with all staff how these spaces will be used. 

5.Encouraging open communication

Open communication is key to understanding and addressing the needs of employees during Ramadan. Employers should encourage employees to share their concerns and preferences regarding work arrangements during this period.

The ACAS Guidance says that if an employee is fasting, they should tell their employer, and their employer should consider how to support them. This might include accommodating an employee’s request to temporarily adjust their hours during Ramadan, which an employer should do if reasonable and possible to avoid any potential discrimination. Once an understanding has been reached between employer and the Muslim employee, with that employee's agreement, their manager should tell relevant colleagues that they are fasting. This helps colleagues understand the possible effects of fasting on the employee, such as the impact on their energy levels at different times of the day. Any temporary adjustment to the employee's working hours during the fasting period should also be explained to colleagues from the outset and through regular check-ins with any staff impacted by such adjustments. By encouraging communication with all impacted employees (not just those who are fasting) employers can make informed decisions that benefit both the employees and the organisation.

6.Recognising and celebrating Ramadan

Finally, employers can show their support by recognising and celebrating Ramadan in the workplace. This can include organising iftar (breaking of the fast) events, sending out Ramadan greetings, or even creating a Ramadan-themed newsletter. Employers can also recognise this importance of Eid al-Fitr by allowing employees to take time off to celebrate Eid, or by celebrating Eid within the workplace by offering Eid gifts or putting on Eid celebration events, and by acknowledging the significance of the holiday in their communications to all staff.

These thoughtful gestures during this special time of year can significantly enhance the sense of appreciation and inclusion among Muslim employees and can foster a lasting sense of wellbeing in the workplace.

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

© Farrer & Co LLP, February 2025