4 crucial recommendations for employers

Thursday 23 March will mark the starting of the holy thirty day period of Ramadan in 2023. It is essential for employers to realize what this could include for Muslim employees observing Ramadan, together with what issues they could confront in the workplace as a outcome, and to acquire techniques to make certain personnel are supported at function all through this time.

We have beforehand published in depth weblogs outlining advice for businesses on techniques to aid staff observing Ramadan:

These give an explanation of the discrimination faced by Muslims in Britain and the importance of developing an inclusive ecosystem for staff for the duration of Ramadan, together with tips for how to do so.

In this article we summarise and create on our past posts, supplying 4 essential suggestions for employers to bear in brain during Ramadan.

1. Converse and show consciousness

Businesses ought to discuss with staff members who are observing Ramadan what, if any, assist they may will need even though working in the course of the period. Muslim workforce could have a wide range of strategies to observing (or not observing) Ramadan, so adaptability is key.

Companies can solution this in a respectful way by, for illustration, asking anyone “If there is anything I/we can do to support or accommodate you all through this thirty day period, make sure you allow me/us know”, to avoid necessitating workers to go over their private strategy to Ramadan, which could be motivated by health and fitness problems, pregnancy, breastfeeding or menstruation.

Look at what help can be place in place all through Ramadan. For case in point, keeping meetings at ideal situations of the working day steering clear of or producing it optional to show up at operating lunches or lunch and study classes, night meetings or social gatherings increasing recognition of Ramadan in the office and so forth.

Getting these kinds of an strategy and encouraging other staff associates to be informed of Ramadan will support to foster wholesome interactions in the workplace and make personnel come to feel valued and respected.

2. Assist adaptable performing

One way in which personnel may demand guidance by means of Ramadan is in respect of their operating styles. The rest patterns of several observing Ramadan will be disturbed, waking up early prior to sunrise to have the very first food of the day (Suhur) and being up late for prayers (Taraweeh), and they could have added commitments to observe, these kinds of as further evening prayers often taking put in the last 10 times of Ramadan which are of particular significance. Where feasible businesses need to try out to undertake a sensible strategy, which include staying receptive to requests for non permanent flexibility.

Businesses can for occasion aid to minimise the affect of tiredness by currently being open to workforce adjusting their get the job done sample by, for illustration, amending their get started and end time. Alternatively, an employee’s lunch split could be shortened to permit regular breaks for the duration of the working day, although businesses must be aware of minimum amount crack requirements under the Doing work Time Restrictions 1998.

The Equality and Human Legal rights Commission has posted a phase-by-phase guidebook for businesses to function as a result of when considering flexible working requests from workforce to modify their working styles for the reason that of their religion or perception. Businesses really should be conscious that refusal of a momentary ask for for overall flexibility with out a excellent organization rationale and which does not place an unreasonable further load on other workers could volume to discrimination if not proportionate, suitable and required. 

3. Identify and offer prayer area

Many workers observing Ramadan will engage in prayers in the course of the working day. If employers do not previously have a focused and advertised multi-religion place for prayer, contemplation and meditation, they should explore what amenities an employee might will need, and determine space which can be made use of temporarily at certain occasions of the day with no interruption.

4. Be versatile with once-a-year leave requests

Employers may obtain an improve in the quantity of yearly leave requests from workforce, both of those throughout Ramadan and specifically toward the stop as staff appear to celebrate Eid al-Fitr, the 3-working day competition to mark the close of Ramadan. This year, Eid al-Fitr is envisioned to start off on either Friday 21 April or Saturday 22 April.

Having said that, as the date of Eid al-Fitr is established by the lunar calendar it can be difficult to forecast the day precisely in advance, so requests might be manufactured at limited observe. Businesses really should offer with these in a reasonable and adaptable fashion in line with the yearly go away policy, although bearing in thoughts the significance of the pageant for Muslims. Wherever it is not attainable to grant leave, businesses really should provide reasoned and rational justifications for this, and consider irrespective of whether other adaptability may well be feasible to enable the staff to rejoice Eid al-Fitr (for example, leaving early).

With many many thanks to Scott McGrory, a existing trainee in our work staff, for his assistance in planning this site.

If you involve more details about anything at all protected in this blog site, you should get in touch with Eleanor Rowswell or your usual get hold of at the firm on +44 ()20 3375 7000.

This publication is a common summary of the law. It should really not swap authorized guidance customized to your particular circumstances.

© Farrer & Co LLP, March 2023