Ramadan 2023 is likely to run this year from the evening of Wednesday 22nd March 2023 to the evening of Friday 21st April 2023.
Ramadan is a worldwide event observed by Muslims. The occasion represents the ninth month of the Islamic calendar and involves Muslims dedicating a month of fasting, prayer and reflection. This period will see Muslims making changes to their lifestyles and traditional daily routines in homage to this religious occasion. Despite some allowances such as ill health and pregnancy, Muslims are expected to refrain primarily from food and drink during daylight hours within the above period.
Ramadan may be celebrated by members of your team, which could see some changes to their life and behaviours in the workplace. Our senior HR advisor, Gary Foster, has created a comprehensive guide to Ramadan for employers.
What can an employer expect?
Most employers have experienced employees observing Ramadan before and most Muslims will practice the occasion yearly. In some cases, the event may even pass without an employer noticing. This being said, it is your duty of care as an employer to ensure any staff practising Ramadan are okay.
During this time, you may notice that a practising employee’s behaviours, moods or energy levels are not the same. Some employers may notice an influx of holiday requests for the Ramadan period. At the end of Ramadan, Muslims will then enter the celebration period of Eid-al-Fitr.
How can an Employer help?
As this is a yearly occasion, most Muslims will have experienced multiple Ramadan and practised the fasting periods before. It is likely that the upcoming Ramadan period may not affect you at all. Meaning that you may not need to do anything.
However, there are changes you could make as a gesture of goodwill to those who may appreciate the leniency. Employers could offer a later start time or earlier finishes (those celebrating Ramadan will be up until the early hours of the morning in order to break their fast). A reduction in leave time request notice may also be valuable to those selected staff. We recommend allowing staff the option to undertake lighter duties or reduced hours. Due consideration should be given to requests from those celebrating.
Employers can access a timetable describing when Muslims are expected to pray, eat and more here.
Are there any legal considerations?
Employers should be aware that discriminating against religious belief or lack of belief can result in a Tribunal claim being brought against them. Employers should be careful when providing preferential treatment to members of a specific religion as the act of kindness can later be used as evidence of religious discrimination if a member of a different religion or no faith at all is denied the same preferential treatment.
In summary
While it’s likely an employer may not need to do anything during the period of Ramadan it would always be advisable for an Employer to take advice from a specialist Employment Law expert as the act of being kind or supportive to one religious group may have the direct or indirect effect of treating to a detriment another. So, it is always worth asking an expert!
Call for HR Help and Support
If you feel uncertain about those affected by Ramadan in the workplace, it is worth getting in touch with a NORI HR and Employment Law advisor. Our advisors, like Gary, can advise changes to implement and provide sound advice, ensuring your workplace continues to run smoothly and all employees are cared for.
At NORI HR and Employment Law, we take away the stress and uncertainty of HR and Employment Law. You can contact us on 01254 947829 or view our HR Consultancy plans here.
