Ramadan at Work: A Manager's Guide

Everything employers need to know about supporting fasting employees, adjusting shifts, and understanding 'reasonable' during Ramadan.

Understanding Ramadan

Ramadan is the holiest month in the Islamic calendar. Adult Muslims fast from dawn until sunset, abstaining from food and drink (including water).

Since the Islamic calendar is lunar, the dates change every year, moving back by about 11 days.

Is Fasting a “Reasonable Adjustment”?

Fasting itself is a personal choice, but the impact of fasting on work is where adjustments come in. Under the Equality Act 2010, religion or belief is a protected characteristic. Indirect discrimination can occur if workplace rules (like lunch breaks or shift times) disadvantage Muslim employees without good reason.

Common Adjustment Requests

1. Shift Swaps & Flexible Hours

This is the most common request. Fasting employees often prefer:

Starting early / Finishing early: To get home before energy levels drop significantly in the last hours of fasting.
Skipping lunch: To leave 30-60 minutes early.
Night shifts: Some prefer working at night when they can eat and drink.

Verdict: Usually reasonable, unless there is a critical operational need for specific hours (e.g., shop opening times).

2. Annual Leave

Requests for time off at the end of Ramadan (Eid al-Fitr) are almost guaranteed.

Verdict: Should be treated like any other leave request, but prioritised where possible. A “first come, first served” policy that blocks all Muslims from Eid off could be indirect discrimination.

3. Prayer Breaks

During winter, prayer times fall within the working day. These take 5-10 minutes.

Verdict: Strongly advised to accommodate. See our Checker for more on prayer breaks.

Safety Critical Roles

What if the employee is a surgeon, a bus driver, or a police officer?

Employers cannot ban fasting. It is a personal religious obligation.
Risk Assessments: If there is a genuine safety risk (e.g., dehydration affecting concentration in high-risk zones), the employer must discuss this with the individual.
Adjustments: Could they be moved to lower-risk duties for the month? Can shifts be shortened?

Best Practice Tips

Ask early: Don’t wait for the employee to ask. Send a general email asking if anyone needs adjustments for Ramadan.
Be flexible with breaks: Allow breaks to be taken at sunset (Iftar) if working late, so they can break their fast immediately.
Provide a space: A quiet room for prayer or rest is invaluable.

What is NOT reasonable?

Demanding less work for the same pay (aka “capability”). Employees are still expected to perform their duties.
Leaving the workplace understaffed during critical hours without cover.