Fasting and celebration 

While the Christmas and New Year’s festivities are now just a distant memory, for Muslims, the build up to Eid al-Fitr is about to begin.  Eid al-Fitr is expected to be celebrated on around 19 March this year and Ramadan, which takes place during the period before Eid, will start on 17 February.  As many practising Muslims choose to fast during Ramadan, meaning that they cannot consume food or drink (including water) during daylight hours, employers need to be aware of the impact this can have on Muslim employees and consider what they can do to accommodate and support fasting employees during this period.  While some accommodations may be optional and aimed at fostering good employee relations, employers should note that failing to support fasting employees could potentially amount to discrimination.   

Shifting schedules

Employers should be mindful that fasting may impact an employee’s productivity and that in addition to fasting, those observing Ramadan may have disrupted sleep schedules as they are waking before sunrise to eat each day which may also have a detrimental effect on energy levels. While this may be particularly noticeable for those who have physical jobs, fasting can also lead to a reduction in focus which can have a significant effect on those working in more sedentary jobs, particularly when engaged in detailed or complex tasks.  It is wise to make sure that managers understand that dips in productivity are likely and that they should deal with any such issues sensitively. It may be useful for employers to speak to employees who are intending to fast to find out what specific measures may help them, for example, perhaps ask how they would like to schedule their working time during Ramadan as it may be that they would prefer to tackle harder tasks or attend meetings earlier in the day when energy levels may be higher or that flexible working hours would help.  

Cultural sensitivity

While it is likely not possible (or reasonable) to ensure that fasting staff do not see colleagues eating or drinking, make sure the workforce as a whole is aware that it is Ramadan and what that entails and encourage other employees to be sensitive to the demands fasting may have on their colleagues. Further, employers and other staff members should be aware that Ramadan is not just about fasting.  It is a time when Muslims reflect, renew their faith and perhaps practise their religion more intensely than during other times of the year.  To that end, ensure that employees who wish to pray are given the time and an appropriate place to do so and that line managers and other staff are aware that times for praying are immoveable and should be accommodated even when work is busy.   

Lunar-led festivities

While Eid always occurs at the end of Ramadan it does not take place on a set date. Rather, the date is set by reference to a lunar calendar meaning that the exact date will not be certain.  Employers should be sympathetic, therefore, to last minute or changeable requests for time off to allow Muslim staff the opportunity to celebrate with their families. Eid can normally be predicted to within a short window, so making arrangements to ensure there will be no staffing shortages during that window will help to keep things running smoothly, regardless of the particular day on which Eid falls.

Fasting and praying during Ramadan is an important part of life for practising Muslims and employers should make arrangements during Ramadan and Eid with this in mind.  Making sure that employees are given the right support and opportunity to practice their religion and to partake in days of religious celebration will not only avoid potential discrimination claims, but it will help to foster good relations with all staff members, regardless of their religious beliefs.