Supporting employees during Ramadan — a guide for employers

Originally published on 12 March 2024 and updated on 12 February 2026.

Nearly two billion Muslims observe Ramadan each year and many of your colleagues will be fasting from early dawn to sunset — often while balancing work, family and increased spiritual commitments. With some awareness, flexibility and empathy from employers, people feel better supported, can manage the month more comfortably and workplaces strengthen a sense of belonging in the process.

In this guide, Heena Kapadi from our employment team explains what Ramadan is, what fasting involves and how employers can build supportive, inclusive environments that recognise both personal needs and organisational realities.

What is Ramadan and why is it important to Muslims?

Ramadan is the ninth month of the Islamic calendar, observed through fasting, prayer, charity and reflection. Fasting, one of the Five Pillars of Islam, requires abstaining from food and drink from Suhoor (pre-dawn) until Iftar (sunset) for either 29 or 30 days. 

In the UK this year, the first fast will begin at around 5.30am and end at approximately 5.30pm, with timings shifting slightly each day. By the end of the fasting period, the fast will move to roughly 4.20am to 6.20pm.

The month concludes with the festival of Eid‑ul‑Fitr, anticipated this year on 19 March.

While Muslims are obligated to fast, there are certain individuals who are exempt. These include children (although some choose to do so), breastfeeding or menstruating women, individuals with medical conditions, the elderly and travellers (subject to certain conditions). 

Not all Muslim employees will fast or observe Ramadan in the same way and it’s important to avoid making assumptions about who may be observing it — Islam is practiced by people of all races and backgrounds.

Ramadan also marks the month that the Quran was first revealed to the Prophet Muhammed. It’s a time of spiritual reflection with a greater focus on doing acts of goodness, giving to charity, reading the Quran and engaging in prayer. As well as the usual five daily prayers, additional prayer may be carried out during unconventional hours such as late in the night or in the early hours of the morning.

The last ten days of Ramadan are particularly important, with many Muslims choosing to take some or all of this period as annual leave.

Why employers should be mindful

Fasting impacts everyone in different ways, including changes to energy levels, concentration, irritability and productivity. Employers should be mindful of this from both a performance and health and safety perspective.

Importantly, criticising the productivity or performance of employees who choose to observe Ramadan could be discriminatory on the grounds of religion or belief under the Equality Act 2010. Creating an atmosphere of empathy and flexibility helps staff to feel supported and able to carry out their duties safely.

Practical ways that employers can support staff during Ramadan

Employers should take active steps to support their employees during this very spiritually important time.

1. Accommodate flexible working arrangements

• Allow adjusted start, finish and break times to reflect disrupted sleep patterns.
• Accommodate requests for rest breaks for prayers throughout the day (this is likely to be easier if staff are working from home).
• Permit remote or hybrid working where possible.
• Consider allowing staff to use lunch breaks at alternative times.

2. Be considerate with scheduling

• Schedule training, meetings or heavier tasks earlier in the day when employees have the most energy, while keeping afternoons lighter where possible.
• Avoid scheduling meetings during known prayer times or, if that isn’t possible, allow break times for prayers.
• Provide recordings or written notes for those who may struggle with fatigue.
• When planning social events, avoid food‑centred activities held during fasting hours.

3. Provide space & facilities

• Create a dedicated area for employees to use for daily prayers.
• Ensure that staff know where washing/ablution facilities are located.
• Offer a private space for employees who prefer to break their fast on site.

4. Be open, respectful & inclusive

• Acknowledge the significance of Ramadan and recognise Eid-ul-Fitr through internal communications.
• Engage with your employees to find out about their experiences and invite them (if they’re comfortable) to share their insights.
• Encourage managers to check in proactively with their teams and signpost available support.
• Understand that quietness or tiredness is often temporary and unrelated to engagement.
• Avoid asking why someone isn’t fasting as the reasons can be sensitive or personal.

5. Support annual leave requests

• As Ramadan and Eid timings rely on moon‑sighting, allow flexibility with leave requests and understand that employees may need to submit two possible dates in advance.
• Expect more requests during the last ten days of Ramadan.
• Review policies to ensure that they don’t indirectly disadvantage Muslim employees.

While not mandatory, it’s sensible for employees to inform their employer of the fact that they’re observing Ramadan so that many of the above steps can be taken.

Talk to us

Supporting employees during Ramadan doesn’t require major structural change. What makes the difference is awareness, empathy and flexibility — the core building blocks of a diverse, inclusive workplace. By understanding fasting, respecting religious practices and empowering employees to communicate their needs, employers can create spaces where Muslim colleagues feel seen, valued and supported.

Our employment team advises organisations of all sizes on how to support religious observance at work, reduce legal risk and embed policies that promote belonging.

Whether you need guidance on Ramadan‑related adjustments, supporting multi‑faith teams, reviewing policies, training managers or navigating complex employee relations issues, we’re here to help.

Talk to our team by calling 0333 004 4488, emailing hello@brabners.com or completing our contact form below.