As the global community gears up for the observance of Ramadan from March 10th to April 8th, 2024, employees worldwide will be partaking in this sacred Islamic month.
For observing Muslims, Ramadan is a time of spiritual reflection, prayer, and community, often accompanied by fasting during daylight hours as an act of self-discipline.
Recognising the unique challenges faced by observing employees during this period, Kate Palmer, Employment Services Director at Peninsula, provides valuable insights to help employers support their teams effectively.
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Accommodate Annual Leave Requests
Understanding the altered routines of observing employees during Ramadan is crucial. Sleep patterns may be disrupted, and employees might seek time off to spend with family, engage in religious activities, or simply rest. Given the lunar nature of the Islamic calendar, holiday requests might come at short notice. Employers are encouraged to be flexible with leave policies, considering alternative arrangements if outright approval is challenging.
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Embrace Flexible Working
Incorporating flexibility into the work environment is key during Ramadan. Options such as allowing remote work or adjusting working hours can enable employees to balance their professional commitments with religious and family obligations. Employers should be mindful of potential changes in concentration and productivity due to altered sleep and eating patterns.
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Mindful Scheduling
Understanding the energy fluctuations of observing employees, employers should schedule important meetings in the mornings when individuals may feel more energised. Avoiding afternoon meetings and lunch gatherings acknowledges the challenges employees face as they go without food during daylight hours.
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Foster Open Communication
Regular check-ins with observing employees can make a significant impact. The physical and mental demands of Ramadan may vary, and a simple conversation can provide valuable insights into any necessary adjustments to their routine or additional support required. Encouraging the use of employee assistance programs further demonstrates a commitment to employee well-being.
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Educate Your Workforce
Promoting awareness and understanding of religious celebrations, including Ramadan, is essential in fostering an inclusive workplace. Employers should actively encourage conversations among team members and share information to create an environment where colleagues can support each other effectively. Cultivating a diverse and inclusive team not only enhances well-being but also contributes to recruitment, retention, and overall productivity.
By implementing these strategies, employers can create an inclusive and supportive work environment that recognises and accommodates the diverse needs of their observing employees during the sacred month of Ramadan.
Amelia Brand is the Editor for HRreview, and host of the HR in Review podcast series. With a Master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, and wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.
