Understanding Workplace Accommodations for Muslim Employees During Ramadan 2026
As Ramadan begins in 2026, millions of Muslims across London and the United Kingdom are embarking on a month of fasting while balancing professional responsibilities. Many Muslim employees may not be fully aware of their legal entitlements to workplace accommodations during this sacred period.
Legal Framework for Flexible Working Arrangements
Jim Moore, an employee relations specialist at HR consultancy Hamilton Nash, emphasizes that employers should demonstrate flexibility due to the physically and mentally challenging nature of fasting. In discussions with The Mirror, Moore recommended that employers permit adjustments to working hours, offer greater flexibility around daily breaks, or allow certain employees to work remotely.
Under the Working Time Regulations 1998, workers are entitled to a 20-minute break every six hours. Employers might consider dividing these breaks into shorter intervals to accommodate prayer times for those observing Ramadan.
Day-One Flexible Working Rights
Since April 2024, employees have possessed the right to request flexible working arrangements from their first day in a job. Employers are required to provide justifiable reasons if they refuse such requests. These arrangements can include remote work or modifications to working hours, which may facilitate Muslim employees in scheduling prayers or returning home promptly to break their fast.
Time Off and Shift Adjustments
Regarding time off, most workplaces treat requests similarly to regular holiday bookings, as the UK lacks dedicated bank holidays for key Ramadan or Eid dates. However, colleagues should remain mindful that some Muslim workers may seek to exchange or alter shift times during Ramadan, as the rigorous fasting and prayer regimen can lead to dehydration, hunger, and fatigue.
Protections Under the Equality Act 2010
Employment specialist Rhys Wyborn from Shakespeare Martineau highlighted that religion is protected under the Equality Act 2010. He stated: It is important that working hours are kept under review for employees observing Ramadan. Employers should also consider avoiding meetings where food is present and ensure that onsite prayer facilities are accessible without disruption.
This comprehensive approach not only supports religious observance but also promotes workplace inclusivity and employee well-being during Ramadan 2026.
