March sees the arrival of the holy month of Ramadan, the commemoration of Muhammad’s first revelation and lasts between 29 and 30 days depending on the sighting of one crescent moon to the next. Commencing on Wednesday 22nd March, through to Friday 21st April, Ramadan is the ninth month of the Islamic calendar and is observed by Muslims all over the world. It is a month of fasting (sawm), prayer, reflection and community.
Today, we’ll be looking at ways that Employers can support Employees in their observance and celebration of Ramadan in the workplace.
Be Informed
Ramadan doesn’t fall at the same time every year, as the Islamic faith uses a calendar that is based on the moon cycles. Employers should make themselves aware of the start and end dates of this religious event, and ascertain whether it is likely to be observed by any Employees. It would also be useful to know if any of these Employees will be observing the tradition of fasting for the month of Ramadan, but it’s important to be sensitive in asking for such information as not everyone feels comfortable in discussing their religious beliefs at work.
Fasting
The fasting tradition of Ramadan means that no food or water can be consumed between sunrise and sunset. Nothing must pass the lips at all, so this includes chewing gum and cigarettes. The fast is broken at sunset with a meal called Iftar. If an Employee is fasting, ensure that relevant colleagues are made aware of this with the Employees’ permission, so that, where necessary, they can adjust their behaviour and working practices for that period. Fasting for such a long period can be a real challenge both physically and emotionally, which would likely be made infinitely harder if the fasting Employee is subjected to offers of food and snacks, invited for coffee, or surrounded by cakes and drinks brought in by colleagues to share (i.e.: a birthday celebration, buffet for visiting clients, etc).
Shift Workers
If any shift workers are observing Ramadan, it is advisable to see if any adjustments can be made to their shift times during Ramadan, particularly if they coincide with sunrise and sunset. For example, if a fasting Employee is due to break their fast at the same time that they are due to start their work shift, or their shift spans the time that the fast would be broken, it may be more appropriate to allow them to change this shift time or to swap with a colleague, to allow them to eat and drink sufficiently. If working times or swaps cannot be changed or made and an Employee’s shift spans sunset when they would normally break their fast, make special allowances for them to take a period of time away from their shift to break their fast, eat sufficiently and pray.
Flexible Working Options
Consider offering temporary flexible working options to Employees working 9-5 roles (or similar). This can range from allowing Employees to reduce lunch breaks to the statutory minimum of 20 minutes, in exchange for leaving work earlier to suit their fasting times, to allowing them to work from home (where their job allows this) for the period of fasting, particularly if a number of events or activities complemented by food and drink, such as client lunches or training workshops, are planned for this time.
Event Timings and Employer Expectations
Speaking of events, carefully consider any plans for lunch meetings, office buffets or ‘after work’ drinks during Ramadan, if you have an Employee observing the holy month. Even if they are told that they do not need to partake in any food or drink, it would be very hard to sit and watch other people partake in delicious treats and beverages.
The fast is broken at sunset, so if evening work events are planned, Employers should not place expectations on Employees observing Ramadan to attend, even if it is virtually. Such Employees should not feel pressured to attend work events occurring at or after sunset, and likewise, they should not be made to feel bad for declining an invitation.
Optimal Focus Periods
Most of us are far better at concentrating, and have far sharper focus earlier in the day, than we are by the time the afternoon rolls around. Add fasting to the equation, and mental sharpness can be considerably affected by the later hours of the work day. Therefore, avoid arranging meetings or special activities for the afternoons if they require high levels of concentration. Arrange these types of events for the morning when most people are still feeling fresh and somewhat energised.
After Ramadan
The holy festival of Eid marks the end of Ramadan. This is a time where families, friends, neighbourhoods and communities get together, exchange gifts and enjoy food, much in the way Christians celebrate Christmas. Therefore, Employers should expect and be prepared for Employees observing Ramadan to request 1 to 5 days of annual leave at the end of Ramadan for the celebration of Eid.
Conclusion
After Christianity, Islam is one of the main religions in the UK, followed by Hinduism, Sikhism and Judaism. While this article focuses specifically on Ramadan, it should be remembered that the UK is one of the most ethnically and culturally diverse countries in the world, and as such, it is vital that we understand, recognise and respect the varied elements of our shared lives. Supporting religious observance in the workplace – the environments where many of us spend a significant amount of our lives – is one of the best places to start.
As always, if you need further guidance or support on this topic, please do not hesitate to contact us.