Supporting employees during Ramadan

Supporting employees during Ramadan

Ramadan

Ramadan is one of the holiest months in the Islamic calendar, observed by Muslims worldwide through fasting, prayer, reflection and community.

For Muslim staff working in schools, it is important employers are able to balance their religious observance with their professional responsibilities.

This year, the holy month of Ramadan is expected to start in the evening of the 17thor 18th of February. The fast will end with the celebration of Eid al-Fitrwhich is predicted to take place on Friday the 20th of March, subject to the moon sighting.

Ramadan lasts around 29 to 30 days. The exact dates vary each year depending on the lunar calendar. Observing Muslims refrain from eating or drinking from dawn (suhoor) until sunset (iftar). Many Muslims increase their act of worship, including additional prayers (Taraweeh) performed after evening prayer.

Some Muslims will completely abstain from all food and drink during the fasting period, whereas others may take a different approach.

Eidal-Fitr marks the end of Ramadan celebrated with communal prayers, charity and family gatherings.

Equality Act 2010

Under the Equality Act 2010, religion or belief is a protected characteristic. Employers must not discriminate against staff,because of their religion and should make reasonable adjusted accommodations where possible. However, there is no legal duty to grant every request related to religious observance. Whilst employers do not have to agree to make any changes, where it is possible to do so, they should be strongly considered in order to allow employees to practise their faith as they see fit, ensure good employee relations and avoid any allegations of discrimination, whilst balancing fairness, practicality and the needs of the school.

Given the physical demands of fasting, especially as the days get longer and the window of fasting increases as it takes place between sunset and sunrise, some employees may require adjustments to their working routine during Ramadan. This could include altering shift patterns, changing start and finish times, or amending duties to reduce fatigue, impacting performance, or increasing risk of injury.

Fasting can affect each person differently and as such, decisions should be on an individual basis rather than a one size fits all approach. Before any decisions are made, the situation should be discussed with the employee and the linemanager so that the best solution can be found.

Potential adjustments to consider

Working Hours

• It may be reasonable to consider and allow small adjustments to start or finishtimes where timetables permit
• Avoid scheduling long or physically demanding tasks late in the afternoon if possible
• Permit brief rest breaks if a staff member appears fatigued.

Breaksand spaces for prayer

• Allow a few minutes, typically 5 to 10 minutes, for daily prayers
• Where operationally feasible, offer a quiet, clean space, perhaps a classroom or meeting room that can be temporarily used for prayer

Workload and energy levels

• Check in discreetly with staff to ensure they can manage workload
• Show flexibility around physical duties or playground supervision if redistribution is possible and temporary

Request for Leave

• Be flexible in understanding of short notice requests as dates depend on the moonsighting
• Treat requests consistently with other religious or personal leave requests

Awareness and team culture

Unfortunately, there is the potential for Muslim employees to face unwanted treatment and or religious harassment at work during Ramadan, either at the hands of third parties or their fellow colleagues. Where possible, employers should work to dispel any notion of this and make sure to remind staff that appropriate action will be taken against anyone found responsible for offensive behaviour and that workplace banter will not be accepted.

Communication and confidentiality

• Encourage an environment where staff feel completely comfortable discussing their needs without stigma, whilst also respecting privacy – some staff may choose not to discuss their fasting or faith practices openly – let staff know they can speak privately about any adjustments if they wish to
• Encourage staff to raise any concerns, early conversations should be respectful and confidential
• Managersshould focus on what support is possible, not why the individual observesRamdan
• A recorded note of agreed adjustments can help avoid any misunderstandings, and to make it clear any adjustments are facilitated on a temporary basis during the Ramadan period

Key takeaways

• Show respect and understanding, which in turn builds trust and morale
• Be fair and consistent with all requests
• Adjustments should be proportionate, short term, and operationally practical
• Where accommodation is not possible, clearly and empathetically explain why