Ramadan Mubarak: How to look after Muslim employees
Listening and empathy are key.
Why You Should Care
It is Ramadan, and Muslims across the world are honoring this holy month by fasting.
This means from dawn to dusk (and over working hours) they cannot eat or drink.
Learn what employers must do to look after their Muslim workers.
The ninth month of the Islamic calendar is known as Ramadan; this year it falls between 1 April and 1 May.
It is a holy month of reflection and spirituality (often symbolized with lanterns) where Muslims around the world fast from dawn to dusk. Taking the UK as an example, this means they are not allowed to eat or drink anything (including water) from around 5 am until 8 pm.
Of course, this overlaps with conventional working hours, meaning employers have a responsibility to support and look after their Muslim employees during this deeply religious period of fasting.
To find out the best approaches for organizations to take, UNLEASH spoke to HR experts – some of whom are taking part in Ramadan themselves – from around the world.
Educate your teams
For non-Muslims living in predominantly Christian countries (like the US and Europe), Ramadan can be a little confusing.
So the first thing for employers to do is to educate their staff about Ramadan – and encourage workers to take the time to read up on the holy month.
To get you started, the correct way to wish someone a happy Ramadan is to say ‘Ramadan Mubarak’.
Tech PR agency Stone Junction’s head of content Zafar Jamati tells UNLEASH that while he welcomes questions about Ramadan, “some quick Googling beforehand can help [colleagues] get more insightful answers” than what tired fasting workers will provide.
Jamati notes that at the very beginning of Ramadan, “their sleep schedule will change immediately…so give them a few days to settle into a new routine” – and be sensitive with Muslim colleagues who may be more irritable than usual.
Founder and CEO of Matchr.com Dave Rietsema adds that companies should educate “non-fasting employees bout Ramadan so they don’t inadvertently worsen the effects or ask insensitive questions”.
One example could be asking all workers to not drink or eat in front of fasting workers – this could be during meetings, video calls, or at their desks in the office.
The final one is harder to do, especially if offices don’t have a separate canteen or break room for workers to eat.
But HR tech company CIPHR’s HR consultant and head of implementation services Laurie Mahmood notes that employers should provide “a small space for employees to rest and relax during their lunch breaks, and somewhere to go where they can do their prayers”.
Kate Palmer, Peninsula UK’s HR advice and consultancy director, agrees with the need for a private space.
She adds: “It is not inclusive to require employees who are fasting to attend lunch meetings or sit in a room full of people who are eating.
Digital marketing manager at marketing agency Monumental, Alicia Van der Meer, who is taking part in Ramadan, continues that employers should acknowledge “that fasting employees will not attend corporate lunches”.
“This also goes for social or client-facing activities outside the workplace or out of working hours”, according to Palmer.
Mahmood explains: “evening are devoted to eating, prayer, and gatherings with family, friends and the community”.
Ramadan is more than fasting, “it is a time of spiritual reflection, prayer and doing good deeds”, he adds.
Embrace flexible working
To further reduce the risk of employees eating during meetings, Rietsema notes that leaders and managers need to ensure meetings aren’t scheduled “during meal times”.
In fact, leaders and managers should ask employees when the best time for meetings to be scheduled – morning might be best as it is when fasting employees will have the most energy.
Muslims “will be running on minimal sleep during this month, employers can show their support by allowing flexible working arrangements where possible”, according to Mahmood; this should be easier this year because flexible and remote working is more normalized.
Flexible working hours mean employers can “ensure that people are able to perform to the best of their abilities”, according to Westfield Health’s group director of people Vicky Walker.
“Employers should be open-minded about how different people express faith and tolerate differing productivity levels as energy may be lower at certain times of the day”, continues Walker.
Flexible working options that employers could offer include allowing them to start earlier in the day, allowing for longer lunch breaks so they can have a nap if so required, and more regular breaks to pray.
But don’t assume you know what they want or that all fasting workers will want the same things.
“Be accommodating and allow employees to adjust accordingly,” but “it is best practice to understand your workforce by communicating with them to cater to their individual needs”, adds Walker.
Ultimately, being there for your Muslim colleagues during Ramadan will empower and motivate them – a supportive employer means the world during this time,” concludes Jamati.
Communication, empathy and tolerance are key to inclusive workplaces not just during Ramadan, but all year round.
Sign up to the UNLEASH Newsletter
Get the Editor’s picks of the week delivered straight to your inbox!
Chief Reporter
Allie is an experienced business journalist and can be reached at alexandra@unleash.ai.
Contact Us
"*" indicates required fields
Partner with UNLEASH
"*" indicates required fields