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Providing flexible leave or time for such activities can help employees balance their work with spiritual commitments. 4. Respecting religious holidays and time off. The two major holidays at the end of Ramadan, Eid al-Fitr and Eid al-Adha, are important religious celebrations for Muslims. These days are often spent with family and friends, and It might be relatively easy to offer a fasting employee adjusted work hours and a room for prayer during Ramadan. For instance, Custovic gets up two hours earlier than usual, at 4 a.m., in the Just as many would prefer not to work over the holiday season, Muslim employees often want time off to observe Eid. In many cases, Eid festivities extend for up to three days, though employees may choose to take just one or two days off. Given the importance placed on prayer during Ramadan, Muslim employees may wish to take rest breaks throughout the day to pray. Only one 20-minute break every six hours is mandatory under the Working Time Regulations 1998 (in most circumstances). Ramadan is a time for members of the Islamic community to pray, reflect, and spend time with loved ones. So, you may need to be more accommodating of requests for time off and flexible working than usual. If you don’t, you could find yourself at risk of religious discrimination. It’s critical that employers allow Muslim workers to take off work to celebrate this significant holiday. SMB leaders should consider offering floating holidays so that employees can take the days off that are most important to them, even if the office isn’t closed. If your worker asks for time off to observe a religious celebration and you refuse without a fair reason, they could accuse you of religious discrimination. Ramadan begins on 2 April 2022 and ends on 1 May. Here's what employers need to do to support staff who mark Ramadan in the workplace. Recognize Eid al-Fitr, the festival marking the end of Ramadan, by granting employees time off to celebrate with their families and communities. Acknowledging and accommodating religious holidays demonstrates a commitment to diversity and inclusion in the workplace. During Ramadan, public and private sector employees experience a two-hour reduction in their daily working hours. Public sector workers, including non-Muslims, benefit from a shortened Ramadan work schedule. Employers can implement flexible or remote work arrangements within the designated hours. Here are some ways for supporting Muslims at work during Ramadan: Be flexible with working arrangements and time off for Ramadan. Options for flexible working and time off are key to supporting Muslims at work. Fasting will likely have an impact on energy levels, coupled with longer nights spent in community and worship. This is to inform you that, effective March 1st, we will be shifting to a hybrid work-from-home model due to the holy month of Ramadan. All employees will work three days from home and attend the office on the remaining two days. Kindly coordinate your days with your respective teams to ensure that all operations continue to work smoothly. Don’t forget to allow employees to take time off work to participate in community service. 14. Zakat Contribution & Awareness Program. Zakat is an essential aspect of Ramadan where Muslims give a portion of their wealth to those in need. Many employees may have questions about how to calculate Zakat and where to contribute. While UAE Labour Law doesn’t mandate additional time off solely for Ramadan: Reduced Working Hours: The standard schedule is already adjusted to accommodate fasting and religious observance. Flexible Arrangements: Many employers offer flexible work hours or allow leave requests for religious observances based on company policies. Ramadan is a great blessing for those of us who live to see it and pick its invaluable fruits. It is a time of Taqwa (piety), of Eeman (faith), and of Ihsaan (excellence). It’s Some practices are religious for one person, but not religious for another person, such as not working on Saturday or on Sunday. One person may not work on Saturday for religious reasons; another person may not work on Saturday for family reasons. Under Title VII, a practice is religious if the employee's reason for the practice is religious. A 2021 survey of British Muslims on support from employers during Ramadan found that the most supportive adjustment (desired by 69% of recipients) was flexible shift patterns, followed by team members understanding what Ramadan means to them (60%), and annual leave for the final days of Ramadan (58%). Read more about Ramadan and learn how to support and manage employees during this time. Ramadan is the ninth month of the Islamic calendar, which is based on lunar cycles. It is a sacred period for Muslims during which they abstain from pleasures (including food), pray and come together as families to celebrate. Ramadan is a time for members of the Islamic community to pray, reflect and spend time with loved ones. So, you may need to be more accommodating of requests for time off and flexible working than usual. It is important to note that denying employees time off for religious holidays could result in claims of indirect discrimination. Raising Awareness of Religious Events. Raising awareness of key religious events, such as Ramadan in the workplace is essential. This helps employees to be mindful of their colleagues’ needs and how they can offer
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