Understanding Ramadan in UK Workplaces: How to Support Colleagues and Peers 

You may have seen or heard that Ramadan has begun. Every year, we receive lots of questions from managers and workplaces asking how they can better support their colleagues who are observing this important month.

In this blog, we examine Ramadan in greater depth, exploring its meaning to people and communities across the UK, why it matters, and, most importantly, the practical steps you can take to create a more understanding and supportive workplace during this time.

This guide is for anyone who is completely new to Ramadan and those Muslim colleagues who observe this Holy month or just need a refresher on its significance.

Ramadan in the UK

The 2021 UK census found that 6.5% of the population in England and Wales identified as Muslim, which is about 3.9 million people. Around 3 million Muslims in the UK observe Ramadan each year.

Before we dive in, here are a few facts and figures to help you understand more about the Muslim community in the UK: 

1. The majority of Muslims in England and Wales (51%) are British-born,  most identify as British (75%) and nearly half (48%) are in the workforce 
2. For over 90% of Muslims, English is their main language (or is spoken fluently) 
3. The ethnic origin of British Muslims is diverse, with significant numbers from South Asia, the Middle East, Africa and Southeast Asia
4. There is a growing number of White British and Black British people who practice Islam.  

The Muslim Council of Britain published a report called “Striving for Fairness,” which explores census data and socio-economic opportunities for the Muslim community in the UK. Read more here. 

What managers and workplaces should know about Ramadan

Ramadan is a sacred and significant time for many Muslim colleagues, observed during the ninth month of the Islamic lunar calendar and considered the holiest month in Islam.

1. Fasting is central to Ramadan, with those observing abstaining from all food and drink (including water) from dawn to sunset.
2. Suhoor: Colleagues may wake early for Suhoor (the pre-dawn meal) and break their fast at sunset with Iftar, often shared with family, friends, and sometimes even colleagues.
3. Taraweh: Many will observe five daily prayers, with additional evening prayers known as Taraweeh (Night Prayers).
4. Self-Reflection: Ramadan is also a time of self-reflection, focusing on behaviour, character, and actions, and striving to do better.
5. Self-Sacrifice: Acts of self-sacrifice and charity are important, with Muslims donating 2.5% of their wealth (known as Zakat) to charitable causes and supporting their communities.
6. Eid-al-Fitr: The month concludes with Eid al-Fitr, a major celebration marked by morning prayers, gatherings with loved ones, and gift-giving, especially for children! 

Ramadan may look different across Muslim communities worldwide, with regional variations in how it is observed. As a manager, understanding these practices can help you provide thoughtful support, flexibility, and consideration to your colleagues during this important time.

Relevant facts from the Equality Act 2010

It’s also important to remember the legal responsibilities employers have when it comes to supporting people observing Ramadan and practicing their faith.

1. Religion or belief is one of the nine protected characteristics under the Equality Act 2010, which means it’s unlawful to discriminate against someone because of their faith.
2. The Act also places a duty on employers to consider reasonable adjustments or accommodations for religious practices –  this can include flexible working hours, adjustments to meetings, or providing appropriate spaces for prayer where possible.

How Can You Support Muslim Colleagues During Ramadan?

The care and support you show and practice during Ramadan is a tangible way to build a more inclusive workplace culture. Here are some of our top tips: 

1. Avoiding assumptions and creating space for open conversations

Not all Muslims fast during Ramadan, and it’s essential to avoid making assumptions about who is observing and how. Some people may not fast due to health conditions, pregnancy, menstruation, travel, or personal reasons. Others may not observe Ramadan at all.

Instead of assuming, create a space where colleagues feel comfortable sharing what support they need, if any. 

A simple approach could be:

“I know Ramadan is coming up, and I want to make sure I’m being supportive. If anyone has working preferences or needs you’d like to discuss, please do reach out to me.”

“With Ramadan starting, I want to be mindful of how I can support anyone who may be fasting. If there are any adjustments that would be helpful – like flexible hours or meeting times – please feel free to let me know.” 

This signals that you are aware and open to having a conversation with colleagues about what support they may need during Ramadan, without putting anyone on the spot. 

We always recommend taking time to familiarise yourself with your organisation’s practices and HR policies around religious observance, so if a colleague approaches you to discuss Ramadan, you’re prepared to have the conversation with clarity and a good understanding of what support or adjustments you can offer.

2. Flexible Working Arrangements

People who are fasting may often wake up early for Suhoor and may feel more fatigued later in the day. Consider offering:

• Adjusted start and finish times to align with their energy levels
• Remote work or hybrid options, wherever possible
• Shorter or fewer afternoon meetings – schedule essential discussions earlier in the day where possible 

• Be mindful of evening commitments, as employees may want to break their fast with family or attend prayers
• Avoid food-heavy social events during work hours without providing an alternative way for fasting colleagues to feel included.

Being open to flexibility enables people to balance their work commitments while observing their faith.

3. Proving Space for Prayer

For those working in the office, ensuring access to a quiet, clean space for prayer can be helpful. Employers can support this by:

• Offering a designated prayer space, if possible
• Encouraging a culture where colleagues feel comfortable taking prayer breaks
• Training managers to be aware of religious observances and their significance. 

If your workplace already offers faith-based accommodations, now is a great time to remind staff that these spaces and policies exist.

Building a Culture of Inclusion

Regardless of the legal duty, creating a supportive and inclusive workplace during Ramadan and for all religious observances is simply part of being a thoughtful and inclusive employer. Taking proactive steps to understand and accommodate your team’s needs helps to build trust and a more inclusive workplace culture.

Beyond these practical steps, the most impactful thing you can do is foster an environment of understanding. Acknowledge Ramadan in internal communications, support other employees and leaders in educating themselves, encourage team discussions on inclusion, and let colleagues take the lead on what works best for them.

Here are some resources we recommend exploring further:

1. Muslamic Makers. Ramadan in the Workplace: A guide for employers
2. Amaliah, The Ramadan Guide for Employers
3. Acuity Law, Ramadan In The Workplace: Considerations For Employers
4. ITV, Ramadan: A Journey Across Britain
5. BBC, Our School – From Ramadan to Eid. 

We hope this guide has been useful! If you’re doing anything to support your Muslim colleagues during Ramadan, we’d love to hear from you.

This blog was written by Ishita Ranjan-Churchill (Founder and CEO of Spark).

A huge shout out to Spark Consultant, Fayyadh Shamsuddin, for his support, input, and review of this post.