Employee communication is key during Ramadan

A. Ramadan is the holy month of the Islamic calendar during which Muslims partake in religious observance, including ritual fasting from sunrise to sunset. In 2018 Ramadan is expected to run from 15 May to 14 June, although these dates may vary depending on the first official sighting of the new moon.

If an employee makes you aware of their intention to take part in Ramadan then communication is key. Fasting during sunlight hours can cause fatigue and reduce productivity, therefore, you should discuss what practical measures can be taken to assist the individual. Gaining an understanding of the individual’s specific needs will help avoid any less favourable treatment that could lead to claims of religious discrimination.

Due to the changing sleep patterns required to necessitate daytime fasting, employees may benefit from a variety of flexible working solutions. You may consider altering shift patterns so employees can start and finish earlier in the day, allowing them to work during the hours in which they have the most energy. You may also consider a period of home working as a way to avoid the risks presented by commuting while fatigued. Added flexibility around specific workplace duties is also advisable and additional risk assessments should be carried out for those in manual jobs where tiredness could have serious health and safety considerations.  

If employees wish to book time off work during Ramadan it is reasonable to expect them to do so in the usual way and provide adequate notice. You should approach these holiday requests with a positive attitude as it would be unlawful to deny a request solely on account of it being for Ramadan. All requests should be considered fairly and you should only refuse the request if you have a clear and identifiable business reason for doing so.

To support employees, you should remind them to book holidays well in advance to avoid disappointment. Some employers may even introduce a religious observance policy that outlines, among other things, whether holiday requests relating to religious practices will be treated differently. Any such policy will need to focus on all religions not just one.   

While you should take preventative measures against harassment all year round, this may be more likely to occur during Ramadan. Employers should communicate with the wider workforce, who may be unaware of the Ramadan period, asking them to be respectful of other employees during this time.

Employers are reminded to take a positive approach to supporting employees during Ramadan, and those who do not risk costly discrimination claims. While valid business reasons may make certain provisions unfeasible, efforts should always be made to avoid employees suffering any less favourable treatment.

Peter Done is the group managing director at Peninsula