Ramadan this year takes place from June 6 to July 5 with Eid ul-Fitr, the celebration at the end of the holy month, on July 6. During Ramadan, Muslims fast from dawn to dusk and pay particular attention to spiritual matters.
Please consider special requests for annual or unpaid leave for employees who make seek time off to spend for spending it in spirituality.
Consider flexible working or changing shift rotas to accommodate breaking the fast.
Consider allowing extra time off to pray, especially at sunset.
Encourage gestures such as sending Eid cards.
Consider deferring social events during major religious festivals so Muslims don't feel excluded.
Consider allowing meal breaks at different times, for example lunch breaks at dusk to coincide with breaking the fast - and extending these to non-Muslim employees to encourage integration.
Consider training staff on different religious events.
Employers do not have to allow time off or changes to the usual routine if it would adversely affect the business. However it is good practice to do so wherever possible and helps to generate goodwill. Accommodating religious practices does not mean allowing extra time off, but rather being flexible about employees' existing holiday entitlement or break periods.
Most employers are aware that discrimination on grounds of religion is against the law - but they should also ask themselves whether they are guilty of indirect discrimination. For example, always scheduling important meetings for dusk when Muslims are due to break their fast could fall into this category.