Supporting Employees During Ramadan: A Practical Guide for Inclusive Workplaces
Every year, millions of Muslims worldwide observe Ramadan, a sacred month of fasting, reflection and community. This year, the period of Ramadan runs from the evening of Tuesxday 17th February 2026 to Thursday, 19th March 2026. For employers, it presents an opportunity to demonstrate real inclusion and a forward-thinking approach to supporting employees in ways which are thoughtful, practical and respectful.
Let’s start with understanding a little more about Ramadan
Observed worldwide as a month of fasting from dawn to sunset. This means no food or drink (including water) during daylight hours. It is also a time of increased faith, prayer, reflection and community connection. What does it mean for the person? Fluctuating energy levels, shifting sleep schedules and varied focus on tasks, all of which should be approached with empathy as an employer.
Offer Flexible Working
More than likely, you already do, but here’s where it really comes into its own: flexibility is key to supporting employees at this time and could include:
Adjusted start and finish times
Remote work options (if you can)
Avoiding unnecessary late-afternoon meetings
A few more breaks in the day, or just some space if they need it.
It’s worth remembering If your workplace allows flexibility for other life events, it should extend the same consideration here.
Be Thoughtful About Food
Community and food are linked, and it’s no different in the workplace. team lunches, let’s discuss over coffee and treats on a Friday, are all commonplace and central to work culture, but during Ramadan, they unintentionally exclude fasting employees. It’s not realistic (or necessary) to expect your whole team to shift their routine around, but there are things you can do:
Schedule social events outside of fasting hours if possible
Make attendance optional
Ensure everyone understands and doesn’t encourage the fasting person to ‘join in’ or have something small / just a drink - this is not a New year diet.
Talk about Ramadan
Not every Muslim observes Ramadan the same way; some may not fast, some may want accommodations, and some may not need them. You’ll never know unless you ask your employee, and they won’t know what potential support is in place unless you share that information. It’s also fine to not be an expert here. A simple Is there anything you need from us this month?” goes an awfully long way.
Be Realistic About Performance
Recognise that productivity may change temporarily. If possible, try to avoid important meetings late in the day, deadlines which hit at the end of the day, physically demanding tasks or travel-heavy schedules. If this is tough to do, discuss with your employee what you can realistically do for them and, in turn, what their performance might really look like during this period. It’s not about lowering expectations but rather managing them for everyone involved.
Recognise Eid
Ramadan concludes with Eid al-Fitr, which is a major religious celebration. Employees will request time off, which should absolutely be granted. To go one further as an inclusive employe you may consider simply granting this time rather than employees needing to use annual leave, or you may apply the same rules as at other times (Christmas or Easter, as examples). Ramadan and Eid are a great opportunity to create a new policy, ensuring it’s inclusive for future employees too.
In the end, it all comes down to fairness, respect and acknowledging important moments in the lives of your employees. If you want a genuinely inclusive workplace, this is one of those moments where you start building it.