Supporting Employees During Religious Events: A Guide for Employers

As Ramadan and Eid approach, it’s essential for employers to understand how to support their employees during these significant religious events. This short guide will cover the dates of Ramadan and Eid, an employers’ responsibilities, and practical ways to support employees.

Dates of Ramadan and Eid in 2025

In 2025, Ramadan is expected to begin on the evening of February 28th and end on March 30th. Eid al-Fitr, which marks the end of Ramadan, will be celebrated on March 31st.

The dates of Ramadan and Eid change each year because they are based on the Islamic lunar calendar, which is about 10-12 days shorter than the Gregorian calendar used in most of the world. The Islamic calendar follows the phases of the moon, meaning each month begins with the sighting of the new moon.

Employers’ Responsibilities

Under the Equality Act 2010, religion and belief are protected characteristics. Therefore employers must ensure that employees are not discriminated against based on their religious observances. It is important to note that indirect discrimination can occur if workplace policies or practices disadvantage employees observing religious events like Ramadan.

Employers also have a duty under the Health and Safety at Work Act 1974 to ensure the health, safety, and welfare of all employees. Therefore, employers may need to consider fasting employees, especially if their role is physically demanding.

How Employers Can Support Employees During Ramadan and Eid

Employee Wellbeing and Productivity

• Be mindful of workload distribution, especially later in the day when fasting employees may feel fatigued.
• If possible, schedule demanding meetings or tasks earlier in the day.
• Try to avoid ‘working lunches’ to show consideration to employees fasting.
• Provide a quiet space for rest during breaks.

Managing Employee Leave Requests

• Consider leave requests for Ramadan and Eid fairly and sensitively and accommodate where possible.
• Plan ahead for workload management and meeting business needs if multiple employees request leave during the same period.

Prayer Facilities and Religious Observance

• Provide quiet and clean prayer spaces where possible. If not possible, consider allowing employees time to attend a local mosque.
• Allow breaks during the day for employees to pray.
• Build an open culture where employees feel comfortable discussing their religious needs.

Flexible Working Arrangements

• Adjust start and finish times to accommodate fasting and prayer schedules.
• Allow employees to take breaks at suitable times for prayers and iftar (breaking the fast).
• Consider remote or hybrid working arrangements where feasible to support productivity.

Build an Inclusive Culture

• Promote awareness of Ramadan and other religious events through internal communications or training.
• Consider sending internal communications commemorating Ramadan as you might for Christmas.
• Encourage respect and understanding among all employees.

Other Religious Holidays and Celebrations in 2025 to consider

Christian

Epiphany: January 6

Easter: April 20

Christmas: December 25

Jewish

Passover: April 12-20

Rosh Hashanah: September 23-25

Hanukkah: December 14-22

Hindu

Holi: March 14

Diwali: October 21

Buddhist

Vesak: May 14

Sikh

Vaisakhi: April 13

Islamic

Eid al-Adha: June 6

Recognising and accommodating these events can help create a more inclusive and supportive workplace for all employees.

By understanding and supporting employees during religious events, employers can foster a respectful and inclusive work environment that values diversity and promotes employee well-being.

To find out more information or to discuss supporting employees during religious events, please get in contact with our team of experts.

T: 0330 107 1037

E: contact@hpc.uk.com

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