British Muslims started their observation of the month of Ramadan on Monday, the 11th of March. The period is considered sacred to Britain’s over 4 million muslims. So, what should employers know about the holy month?
Ramadan is the ninth month of the Islamic calendar, a lunar calendar containing 12 moon cycles each year – around 354 days. As such, the month of Ramadan moves forward about 11 days in the Gregorian calendar each year.
The month is especially important to Muslims as Mohammed received his first revelation during this time in 610 AD. Additionally, all holy scriptures in Islam, including the Quran, were handed down during this month.
As such this period is considered particularly spiritual and muslims take part in special customs during the month.
The most notable to employers is Sawm, fasting from dawn to sunset each day. All healthy adult muslims are required to abstain from eating and drinking during Ramadan, with exceptions for the sick, menstruating women, pregnant women, and those traveling.
Observers eat a pre-fast meal called Suhoor each day, and break the fast each evening with the Iftar. Additionally, many Muslims engage in more prayer during this period.
The month ends with Eid al-Fitr, a celebration, which occurs when the first new crescent moon is spotted around 29 days later. As such, Ramadan is expected to end around 9th April this year.
Some countries in the middle east adjust working hours during Ramadan, but this is not common in the U.K.. Instead employers should consider how they accommodate their Muslim workers’ needs. In particular, employers should consider how fasting impacts their employees’ energy levels.
It is recommended to place the most demanding tasks in the morning, when fasters will have the highest energy levels.
Furthermore, Muslims may want a different break structure to allow them to pray more often. All employees who work over 6 hours per day are entitled to a 20 minute break.
Consider splitting up the break into smaller chunks throughout the day to allow for regular prayer.
Muslims may wish to apply for flexible working arrangements during this period. Starting in April 2024, workers have the right to request this from their first day of employment.
Employers are not obliged to agree to flexible working arrangements, but they must justify their response.
Consider whether work can be effectively carried out differently or from home. Lastly, employers should expect demand for holiday at the end of Ramadan in order to celebrate Eid al-Fitr.
The key piece of legislation that protects workers from unlawful discrimination is the Equality Act 2010. This protects workers against direct or indirect discrimination on a number of ‘protected characteristics’.
These include race, sex, sexual orientation, disability and religion or belief. To ensure adherence to the law, employers could implement a common policy on religious holidays for all beliefs.
Additionally, if employers reject flexible working hours, they must justify their decision with one of the eight ‘permitted business reasons’. These are:
Otherwise, employers will be liable for discrimination claims at the employment tribunal.
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