As with any extended family that dates back 3,900 years, practice and observation varies greatly. These variations can also be impacted by the place where people live.
This means that to support employees who identify as Jewish, HR should prioritise person-centred relations and understanding the personal values, sensitivities and beliefs of each person we work with.
Read more: Losing (and gaining) religion in the UK – adapting to changing needs
Even with this in mind, there are some broader aspects that can be borne in mind, particularly from a more religiously observant perspective.
Kosher dietary requirements
Jewish dietary requirements are called kosher. The complexities span many volumes of books, but in short, food containing meat and dairy cannot be eaten together; cooked and processed foods are required to have religious supervision; and animals such as pork, non-domesticated birds and shellfish are not permitted. Whole fruit is permitted.
Employers need to be conscious about meals at restaurants, parties and events, food bought for celebrations (eg cakes). Where there are shared microwaves and fridges, Jewish people may want to wrap their food.
Sabbath or Shabbat
From sunset on a Friday until an hour after sunset on a Saturday is the time of the Sabbath or Shabbat. During this time no cooking is allowed or use of electricity (unless on pre-set timers for lights) including phones, computers and driving.
Employers need to be aware that people need to prepare for this 25-hour period, will not be contactable or able to work. If observing individuals work full-time, they may need flexibility on a Friday but can make up the time at other times during the week.
Read more: D&I clinic: Celebrating faith in an increasingly non-religious society
Religious festivals
Similar to Shabbat, there are certain days during the year that have similar restrictions, often referred to as festivals. These can last more than one day. They include Rosh HaShanah (New Year), Yom Kippur (Day of Atonement), Succot (Tabernacles), Simchat Torah (Torah Celebration), Pesach (Passover) and Shavuot (Festival of Weeks).
While these days can be taken as annual leave, the dates vary each year as the Jewish calendar is based on a solar/lunar cycle. This year, the year 5784 will be celebrated. The dates for these holidays can be calculated for the next several hundred years.
Funerals and bereavement
When a religious Jew passes away, they are buried as soon as possible. Sometimes this can be within hours of them passing, which means funerals can be at short notice. Parents, children and siblings will have a period of mourning called shiva (seven days) which also brings restrictions during those days.
Orthodox jews
HR leaders should be aware that strictly orthodox men and woman will not have physical contact, for example shake hands with someone of the opposite sex or be allowed to be alone in a room with a member of the opposite sex. Married orthodox women will cover their hair, typically wearing a wig, scarf or hat. Men will also cover their heads with a ‘skull cap’ also known as yarmulke or kippa, which come in various colours, sizes and materials.
Safety
Employers have a duty of care towards their employees; work should be a place where they feel safe. Unfortunately this is often not the case in practice.
Read more: Legal lowdown: Religious employers and employees' private lives
The Community Security Trust, a charity that protects British Jews from antisemitism and related threats, recorded reports of 4,103 anti-Jewish hate incidents in 2023, up from 1,662 in 2022 and almost double the previous record of 2,255 hit in 2021.
HR leaders should be sensitive that Jewish employees may feel concerned about safety, and should ensure that measures are in place for them to feel safe to report it. Fundamental to inclusivity is communication. The best employers are those that engage with their people and are inclusive to all individuals.
By Gideon Schulman, rabbi and CEO of The Davka Group
