How line managers can be strong allies to Muslim colleagues during Ramadan

Posted by: Admin - Posted on:

Ramadan is one of the most significant periods in the Islamic calendar, a month of spiritual reflection, fasting, prayer, and community. For many Muslim colleagues, it is a time marked by deep meaning but also increased physical and emotional demands alongside work responsibilities.

As a line manager, the way you support your team during this month can make a meaningful difference. The following guidance draws on NHS Muslim Network recommendations to help you create an inclusive, understanding, and flexible environment during Ramadan.

What managers should know about Ramadan

What is Ramadan?

Ramadan is the ninth month of the Islamic lunar calendar. Muslims observing the month fast every day from dawn (Fajr) until sunset (Maghrib), refraining from food and drink as an act of worship and self-discipline.

Key timings in 2026:

  • Ramadan is expected to begin on the evening of 17 or 18 February 2026, depending on moon sighting.
  • Fasting would begin the following morning.
  • The month lasts 29 or 30 days, again dependent on the new moon.
  • Eid al‑Fitr, the celebratory festival marking the end of Ramadan, may fall on 20, 21 or 22 March 2026 depending on the above.

Why timings vary

The Islamic calendar follows moon cycles, so start and end dates shift yearly and are only confirmed the night before.

This variability impacts annual leave planning and team scheduling, flexibility from managers is therefore essential.

Being an effective ally

Avoid assumptions

Don’t assume who is or isn’t fasting based on appearances, Islam is a faith that welcome people of all races and backgrounds.

Use your team discussion spaces to allow and encourage colleagues to discuss whether they are observing Ramadan. Delivering some team awareness sessions around Ramadan and fasting can help colleagues to discuss whether they are observing Ramadan. This openness helps colleagues feel safe to share what support they may need.

Be sensitive in your discussions. Some Muslim colleagues may be religiously exempt from fasting, for many this is a private spiritual matter so it is advised not to ask a Muslim colleague why they are eating or drinking during this period.

Discuss reasonable workplace adjustments

If a colleague you manage is fasting, invite them to a private conversation about what may help them work comfortably during Ramadan. This could include:

  • Taking breaks at different times or splitting breaks into shorter periods.
  • Adjusting start/finish times where possible.
  • Supporting remote working arrangements.

You should be as flexible as possible so long as adjustments do not compromise patient care.

Being mindful of fatigue

Fasting from dawn to sunset can naturally impact energy levels, especially later in the day. Managers should recognise that colleagues may be quieter or more fatigued and avoid interpreting low energy as disinterest.

Managers should consider offering options for non-verbal communication throughout the day to colleagues fasting where it is safe and appropriate to do so.

Foster an inclusive team culture

Involving Muslim colleagues in shaping Ramadan awareness helps build connection and understanding. As discussed earlier in this guide delivering short optional presentations or discussions about Ramadan can foster openness and psychological safety.

In addition to this, offering Muslim colleagues, who feel comfortable doing so, the opportunity to deliver these sessions can be a useful opportunity to encourage inclusive learning and team building.

Being respectful of fasting

You should avoid offering food or treats to fasting colleagues, if you do this by accident acknowledge this and try remember their spiritual commitments in the future. However, you do not need to feel uncomfortable about eating or drinking around your Muslim colleagues, this helps strike a balance between sensitivity and inclusion.

Be thoughtful with meeting and event planning

During Ramadan, consider the following adjustments where feasible:

  • Avoid scheduling sessions involving food or drink (e.g., breakfast briefings).
  • Try not to arrange meetings during prayer times.
  • Prioritise morning slots for training or longer meetings when energy levels may be higher.
  • Adjust duties to reduce physically strenuous tasks if role requirements allow.

Handle annual leave requests fairly and flexibly

Muslim colleagues may request:

  • Time off in the final days of Ramadan for increased worship.
  • One or more days for Eid, even though the exact day is confirmed very close to the date.

Managers should:

  • Encourage early requests where possible.
  • Accommodate leave as far as service delivery allows.
  • Implement a fair system when balancing multiple requests. Please consult your organisations own internal guidance on how to manage requests fairly.
  • Bear in mind Eid is celebrated for up to three days, so requests may fall during this period.

Ensure access to prayer space and time

Prayers occur at set times throughout the day, and during Ramadan they become especially important. Managers should:

  • Allow reasonable time for prayers. 15 minutes would be a reasonable amount of time for prayer not including travel to and from a suitable prayer room.
  • Ensure a suitable, private space is available.

Understanding, flexibility and inclusion

Much of this guidance revolves around the principle of understanding the experiences of colleagues observing Ramadan and making reasonable efforts to ensure that workplaces are flexible and inclusive.

Managers should be mindful that Religion is a protected characteristic under the Equality Act 2010 and they therefore have role in fostering and inclusive, respectful and legally compliant workplace environment.

Where manager guidance has been provided by your employing organisation you should follow this first before referring to this guide.