Supporting Staff During Ramadan
With Muslims around the world observing Ramadan (2nd of April to 1st of May 2022), it is important for employers to be aware of how they can help and support staff during this period.
Ramadan is one of the most spiritual times of the Islamic calendar. Muslims that are healthy must abstain from eating, drinking, and smoking during daylight hours. It is an occasion that encourages prayer, acts of charity and self-reflection. It is also a time where employers can take steps to support staff that are observing this period.
We’ve put together this short blog to give you some tips to help support your Muslim workers and ensure they feel included and respected.
Talk to your employees
As a principle it is important to understand that Muslim people are not a monolith, everyone will have their own approach and preferences to the practice of their faith. Speaking with your workers about their preferences will help find a mutually beneficial arrangement.
Work flexibility
Combined with fasting and increased time dedicated to community events and worship, you may find that workers observing Ramadan may impact on energy levels. Allowing for flexible work arrangements (where possible) is a good option. This may involve earlier start and finish times, or trading lunch breaks for an earlier finish. You may also want to consider leave requests towards the end of Ramadan as this is a very sacred time.
Creating an inclusive environment
Employers can help create an inclusive environment by creating spaces for prayer and reflection. Being mindful to schedule any team meals to be held after daylight hours so that Muslim employees can participate are great ways to support them.
As you can see it doesn’t take much to create an inclusive workplace during this time. A little bit of effort and understanding can go a long way to supporting anyone observing Ramadan.
Need More Advice?
We hope you find this useful as a starting point. For more comprehensive advice, please contact us.
About Employsure
Employsure is one of Australia’s largest workplace relations advisers to small- and medium-businesses, with over 30,000 clients in ANZ. We take the complexity out of workplace legislation to help small business employers protect their business and their people.
This blog has been compiled on the basis of general information current at the time of publication. Changes in circumstances after publication may affect the completeness or accuracy of this information. To the maximum extent permitted by law, we disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, currency and reliability of the information on this website, and to seek professional advice where necessary. Nothing contained on this website is to be interpreted as a recommendation to use any product, process or formulation or any information on this website. For clarity, Employsure does not recommend any material, products or services of any third parties.
