Observing Ramadan: A Guide to Working Hours, Rights, and Workplace Support in 2026

Published : February 16, 2026

With a few days until the anticipated start of Ramadan, it’s essential to consider how it will affect the workplace. Those observing Ramadan may experience energy challenges and require more flexible working arrangements to accommodate prayer. Understanding Ramadan at work is therefore important to ensure a well-supported workplace and a healthy environment.

In our latest article, we examine the holy period and its relevance in the workplace, including the associated UK laws. We then discuss well-being considerations and how employers can best support Muslim employees working in Ramadan. Finally, we outline the steps people can take if they believe their employment rights have been breached.

If you have any concerns about your rights and want expert employment advice, contact Redmans Solicitors now. As specialists in the sector, we can assess your circumstances, provide answers and discuss how you could proceed.

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Observing Ramadan: What it is and Why it Matters at Work

Ramadan is a holy month in the Islamic calendar. Many Muslims observe the fast from dawn (Suhoor) until sunset (Iftar), abstaining from food and drink during daylight hours. Those who partake typically increase prayer, focus on charity, and prepare for Eid al-Fitr, the festival marking its end.

This year, Ramadan is expected to begin on 17 or 18 February and conclude on or about 19 March. For Muslims working during Ramadan, this may mean reduced energy, changes to sleep routines, daytime prayer breaks, and annual leave requests. Understanding this religious period and the associated rights is therefore vital to ensure fair treatment and adequate workplace support.

Your Rights When Working During Ramadan

Under the Equality Act 2010, individuals are protected against unfavourable treatment because of their protected characteristics. One such characteristic is religion or belief, meaning Islam is covered under this protection.

As a result, employers cannot directly treat someone less favourably because they’re Muslim, apply a provision, criterion or practice that puts Muslim employees at a particular disadvantage and cannot be objectively justified as a proportionate means of achieving a legitimate aim, harass someone for observing Ramadan, or victimise them after raising concerns about religious discrimination. If they were to do so, it could constitute discrimination on the basis of religion and give rise to claims.

Protection from discrimination isn’t the only entitlement at work, though. While there’s no automatic right to work flexibly, employees are entitled to make up to two flexible working requests in any 12-month period. Such a request could be used to alter a person’s contracted working times or allow them to work from home.

Whatever the case, once a request has been made, employers must handle it fairly—in line with the Acas Code of Practice—consult the employee before making a decision, provide a response within two months, and accept it unless there’s a statutory business reason to refuse. Where flexible working isn’t an option, Muslim employees working in Ramadan could also utilise their annual leave or rest break entitlements.

Well-Being and Ramadan at Work

Aside from the above legal considerations, it’s important to consider how observing Ramadan may affect well-being. When an individual is fasting, they could experience fatigue, headaches, dehydration, and other symptoms. In a physically demanding role, this could be particularly impactful.

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Furthermore, if colleagues lack insight into the effects of fasting, Muslim employees may worry about negative workplace perceptions or face a lack of support. Either way, this could negatively impact their mental well-being.

Given that employers have a duty of care to protect staff welfare, and supportive workplace cultures have been linked to better engagement and productivity, supporting those working during Ramadan is therefore critical.

How Employers Can Support Employees Observing Ramadan

There is plenty of support that can be made available for Muslim employees during Ramadan at work, and it varies significantly. For example, employers could provide flexibility around working hours, with temporary changes to start and finish times, or remote working arrangements.

Furthermore, since prayer often increases during this religious period, allowing regular short breaks is a simple, low-cost way to foster inclusion. Similarly, recognising and avoiding food-based events during fasting can demonstrate awareness of the challenges Muslim employees face and help them feel supported.

Finally, Eid al-Fitr isn’t a UK bank holiday, but is a significant day in the Islamic calendar. Notably, though, since the exact date depends on the moon sighting, associated annual leave requests can be made at short notice. By allowing Muslim employees to take annual leave at that time, employers demonstrate understanding and help create a positive work environment where everyone feels included.

What to Do if Your Rights Are Breached When Working in Ramadan

If a Muslim employee observing Ramadan believes their employment rights have been breached, it’s essential to act swiftly. This is because, while bringing an employment tribunal claim is a last resort, strict time limits apply.

In the first instance, those affected should consider internal avenues. Not only do they usually deliver a faster outcome than more formal channels, but they also avoid the associated stress and costs. The main options here include an informal chat with one’s manager or HR, or a formal grievance, in line with the company’s policy.

Read More: Payment in Lieu: How PILON Works & What Employees Need to Know

Should these avenues fail to provide a satisfactory outcome, though, the next step is usually to begin Acas early conciliation. Doing so pauses the clock on bringing an employment tribunal claim, allowing more time to settle informally, and is both free and independent.

However, as a last resort, employment tribunal proceedings could be initiated. To proceed, strict time limits and eligibility criteria must be adhered to. If satisfied, though, and the claim is subsequently successful, compensation may be awarded.

Observing Ramadan: Get Help with Redmans

If you believe your employment rights have been breached while working during Ramadan, contact us. Redmans Solicitors are experts in the employment sector. Following a brief consultation, our team will assess your case, provide answers, and discuss your possible next steps.

It only takes a moment to begin your journey with us, simply:

The information on this page is intended for general informational purposes only and does not constitute legal advice.