Hello all, it’s starting feel a bit like spring, isn’t it?! (and I’ve just googled it and by the meteorological calendar it was the first day of spring on the 1st as well), lighter mornings and evenings are starting to creep in too, and it’s put me in a much better mood. My husband is also happy because it means he can get out fishing again, which is also a win for me as I get some peace and quiet!
This weekend I looked after my niece Olive, she’s just turned one, she was ace, we had such a lovely weekend with her. On Saturday I met a friend and we had a girls day shopping and lunch and in the evening, she was doted on by her cousins. On Sunday it was quiet a chilled one in the morning, the boys all went out to football, and I enjoyed the sun by going for a walk, which also helped in getting her to nap!
And then last night we went to a comedy gig, it was Shabaz Ali, he is an influencer, the series me and Wayne like most is, “I’m rich, you’re poor” (it’s basically taking the mick out of very rich people, well, the stupid things that rich people buy anyway), he’s very funny, I would recommend looking him up if you haven’t heard of him before!
Now onto the important matter of employment law and HR expertise-sharing this week. Ramadan began this weekend, and you might be thinking how you can provide an inclusive workplace for those employees who observe Ramadan in your role as HR. It is considered the holiest month for Muslims, and is observed through fasting, prayer, reflection and community. During this period, Muslims fast from dawn until sunset, refraining from food and drink until the fast is broken by an evening meal called a “Iftar”. The pre-dawn meal is called a “Suhoor”.
Given its importance, how can you support your employees who may be observing Ramadan this month?
Look at flexible working hours
Fasting employees may have lower energy levels during the afternoons so you could support these employees by allowing them to work flexibly during these times or allowing them to work from home where you can. Make sure you record this in writing, making expressly clear that this is a temporary arrangement.
Allowing additional or adjusted breaks
During the month employees may have additional prayers, as well as times for Suhoor and Iftar, so being mindful of these times and allowing employees to adjust their breaks for these will ensure that you are being inclusive and aware of your employee’s needs.
Raise awareness and promote inclusivity
Teams may not be aware of Ramadan, and so it would be good to educate your employees and promote understanding of the time in the workforce. It may also be worth informing management to avoid scheduling any important meetings late in the day when fasting employees may feel fatigued or be less productive. This could be a great opportunity for you to help your employees feel a sense of belonging and supporting them where you can really go a long way at very little cost to you as an employer.
Be mindful of any workplace events
Ensure that if any workplace events occur during this time, that there are alternative participation options for those who are fasting. You could even hold events in the evenings so that your employees observing Ramadan can attend.
Manage annual leave fairly
If you have a lot of employees observing Ramadan, then you may have an increase in annual leave requests for the end of Ramadan, Eid al-Fitr. You should deal with any requests fairly and let employees know that they should request this early, and inform them you intend to deal with holiday requests on a first come first serve basis ensuring there is sufficient cover in place for example.
Support the health and wellbeing of employees during this time
As I’ve set out above, you may have employees who feel fatigued, and so you will need to ensure that they do not feel pressured into undertaking any tasks which would be physically demanding.
To support wellbeing, you may want to think about providing quiet spaces for prayer and rest where you can.
It’s important to bear in mind that each employee’s experience of Ramadan will vary, so ensuring that you speak to your employees about their specific needs will be important.
Recent data has shown an increase in anti-Muslim abuse, and many Muslims globally are struggling with the ongoing conflict in Gaza, so it is worth considering how to safeguard your Muslim employees from any harm during Ramadan. Actively supporting them during this period will show true allyship, which has never been more important.
HR can really play a pivotal role during this time which can help promote an inclusive and happy workforce. Getting it right can be an excellent opportunity for your organisation to demonstrate your commitment to providing a safe and inclusive workforce for all.
If you need help, or have any questions on this topic, you know where we are, and we are always happy to help.
Recent Comments