Religious Inclusion | Understanding Ramadan and its workplace impact

Millions of Muslims in the UK have now begun a month of fasting, prayer, and reflection. Ramadan started on the evening of Friday, 28 February and will last until Sunday, 30 March, depending on the visibility of the new crescent moon. During this period, those observing Ramadan fast from dawn until sunset and abstain from eating, drinking, and smoking.

This religious observance significantly impacts daily routines, including work schedules. For HR professionals and business leaders, understanding and accommodating the needs of Muslim employees during Ramadan is not just a matter of legal compliance but an opportunity to foster workplace inclusivity and enhance employee wellbeing.

The legal framework and employers’ responsibilities

The Equality Act 2010 protects employees from discrimination based on religion, meaning that employers are legally required to make reasonable accommodations for religious observance.

Einaas Farooky, ISO Auditor and Health & Safety Lead at Peninsula, explains: “The Equality Act 2010 protects workers against discrimination based on religion, and the Health and Safety at Work Act requires employers to ensure their employees’ health and safety at work, regardless of their race or religion.”