As Ramadan approaches, many Muslim workers will be observing fasting, prayer, and other religious commitments. At United Workers Alliance (UWA), we believe that workplaces should be inclusive, accommodating, and fair for all employees, ensuring that religious observances are respected. Employers in the UK have a legal obligation to consider reasonable accommodations under the Equality Act 2010, which protects employees from discrimination based on religion or belief.
Workplace Adjustments for Ramadan
To create a supportive work environment during Ramadan, employers are encouraged to:
- Flexible Work Arrangements: Allowing earlier start times, adjusted break schedules, or remote working where possible.
- Prayer Breaks & Facilities: Providing access to prayer spaces and ensuring workers can observe their religious practices without disruption.
- Scheduling Considerations: Avoiding physically demanding tasks in the afternoon when energy levels may be lower due to fasting.
- Annual Leave Requests: Accommodating requests for time off, particularly during Eid-al-Fitr, the festival marking the end of Ramadan.
According to a 2021 survey of British Muslims, the most valued workplace adjustments during Ramadan include flexible shift patterns (desired by 69% of recipients), understanding from colleagues (60%), and annual leave for the final days of fasting (58%). Employers can foster a culture of inclusivity by proactively supporting these needs.
Legal Rights Under UK Law
Workers observing Ramadan are protected by the following key laws:
- Equality Act 2010 – Prohibits discrimination on the grounds of religion or belief. Employers must make reasonable accommodations for religious observance.
- Employment Rights Act 1996 – Ensures that employees have a right to request flexible working arrangements.
- Working Time Regulations 1998 – Provides statutory rights regarding breaks, working hours, and rest periods, which may be adapted for fasting employees.
- Health and Safety at Work Act 1974 – Employers have a duty of care to ensure workers’ wellbeing, including managing workloads appropriately for fasting employees.
UWA’s Commitment to Inclusive Workplaces
At UWA, we advocate for fair treatment and reasonable adjustments for all workers. If you experience workplace discrimination or are denied reasonable accommodations during Ramadan, we encourage you to reach out. Our legal team can provide advice on:
- How to formally request workplace adjustments.
- Filing a workplace discrimination grievance.
- Ensuring fair treatment under UK employment law.
Take Action
If you need support or believe your employer is not making reasonable accommodations, United Workers Alliance is here to help. Contact us for guidance on your rights or to access our legal resources and letter templates tailored to Ramadan-related workplace concerns.
By fostering understanding and accommodation, workplaces can create a more inclusive environment that respects religious diversity while ensuring fairness for all employees. Let’s work together to make Ramadan 2025 a period of respect, support, and positive workplace inclusion.
Sources: 2021 Survey https://muslimcensus.co.uk/ramadan-at-work/