Ramadan at the workplace: Considerations for Employees and Employers

As Ramadan is underway, many workplaces in the UK and beyond have employees who are fasting from sunrise to sunset. For employers it is important to extend flexibility during this period for their Muslim employees. It is imperative that employers foster an inclusive work environment for all. Equally, employees must be aware of their rights.

What is Ramadan?

Ramadan is the ninth month in the Islamic calendar where Muslims fast from dawn to dust abstaining from drinking and eating during this period. Those engaging in Ramadan will break their fast (Iftar) in the evening and close their fast (Suhoor) in the early hours of the morning.  The dates for Ramadan change every year, in 2026 Ramadan will start on 18 February and will end on 20 March. To mark the end of Ramadan there is a festival called Eid al-Fitr.

During Ramadan employees will experience a change in their usual routine, decreased energy and lack of sleep.

From a legal perspective religion and belief is a protected characteristic under the Equality Act 2010. The potential legal risk that could arise for employers are:

• Direct discrimination: treating someone unfavourably because they are Muslim
• Indirect discrimination: imposing a workplace policy that disproportionately affects Muslim employees without a justifiable explanation
• Harassment: unwanted conduct related to a protected characteristic that violates an employee's dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment

Many employers may find that modest or temporary adjustments may help mitigate legal risks and support staff well-being. However, employers are not required to grant every request relating to Ramadan, but decisions must be fair, consistent and justifiable. Potential adjustments could include flexible start times, remote working where applicable, altered break times and shift swaps.

It is important that employees openly speak with their employers and clearly set out the adjustments that they require for Ramadan.

To conclude Ramadan many employees, request annual leave to celebrate Eid al-Fitr. Employers are expected to consider annual leave requests fairly and by their usual internal policies. There is no automatic right to have time off from work due to religious events, but employers must approach these requests carefully to limit the risk of discrimination. In the event that annual leave must be rejected, the refusal must be explained to the employee in detail.

For employers, a balanced and proportionate approach reduces the legal risk and demonstrates inclusivity. For employees, understanding their rights and communicating clearly helps ensure that their religion (and religious beliefs) can co-exist successfully.

In an increasingly diverse workforce, thoughtful handling of Ramadan is not just a compliance issue, it is important to build trust, engagement and a genuine inclusive working environment.

CONTACT US

At Chatterton Solicitors we have an experienced employment team that can provide clear, practical, and supportive guidance for employees and employers. Please feel free to contact Karinna Foster on 01636 675589 or Karinna.Foster@Chattertons.com, or complete our online enquiry form to discuss your matter.