During the month of March, millions of Muslims across the world over will be observing Ramadan, the ninth month in the Islamic calendar. The month is spent fasting and reflecting and ends with the festival of Eid al-Fitr.
Muslims observing Ramadan will need to wake up before dawn to eat ‘Suhoor’ and then abstain from eating and drinking (yes, even water!) until sunset where the fast is traditionally broken at ‘Iftar’ with dates and then an evening meal.
Sadly, anti-Muslim abuse has been on the rise. Tell Mama UK, a national reporting project, cites 4,971 incidents of anti-Muslim hate between 7 October 2023 and 30 September 2024, the highest total in the past 14 years.
With this in mind, HR professionals should play an important role in providing a safe and inclusive workplace for Muslim colleagues this month.
Firstly, if you adopt a flexible or hybrid working model, it is important to proactively communicate with your Muslim colleagues during the month, reminding them of the options available to them. Many Muslims are more productive in the morning during Ramadan, so discuss the best working schedule and make sure to promote this with your staff.
Read more: How HR leaders can be inclusive for employees observing Ramadan
In recent years, employers have held Iftar events and evenings. This is a great way to demonstrate your commitment to an inclusive workforce. It may also be a brilliant opportunity to collaborate with your race equality or faith networks, and co-create meaningful moments during the month.
Education and awareness raising during the month of Ramadan can be a welcome opportunity for Muslim colleagues to feel a sense of belonging.
From an HR policy perspective, it is worth reviewing your annual leave allowance to consider religious leave, if practical. Are there practical options available that mean Muslim colleagues don't use up their annual leave entitlements?
HR can also play a key role in supporting employee wellbeing for Muslim colleagues during Ramadan. Considering additional break and rest times would be very welcome, particularly those working in manual labour or retail roles. Fasting takes its toll on the body as the month progresses, so regularly checking in with your Muslim colleagues is key. What may be needed in week one may differ greatly to week four.
Prayer is an important part of the month, so considering a prayer area in your office/ working environment will support Muslims in ensuring that they fulfil their obligations during the holy month.
Read more: How can organisations support their Muslim employees?
Although there are almost 2 billion Muslims worldwide, the experience of Ramadan will vary greatly. From an intersectional perspective, it is important to remember this when looking to support your Muslim colleagues over March during Ramadan.
So with this in mind, discuss the specific needs of your Muslim workforce by perhaps creating a survey, or attending a faith/race network meeting to co-create options that will support your Muslim workers.
From a psychological safety standpoint, many Muslims globally are struggling with the ongoing genocide in Gaza, and recent data from the UK is showing a rise in anti-Muslim abuse, so it is worth considering how to safeguard your Muslim colleagues from harm and demonstrate active allyship during Ramadan. This could look like supporting and corporate donations to charitable causes focusing on issues important to the Muslim community (such as support for the displaced in Gaza).
The month of Ramadan is a special month, filled with joy and kindness. It isn’t merely physical abstinence from food and water. It’s a time of deep reflection, community and faith. It is a time when new intentions are set. HR can really play a leading role in supporting Muslim colleagues to observe the month peacefully.
