The holy Muslim month of Ramadan is due to begin on the evening of Tuesday 17 February, or Wednesday 18 February, depending on the moon.
Eid-al-Fitr, the celebration that marks the end of Ramadan, is expected to fall on the evening of 19 March or 20 March.
During the month of Ramadan, Muslims spend a period of 30 days abstaining from food, drink (including water) and smoking during daylight hours, as a means of celebrating and reflecting on their faith.
Iftar, the meal that breaks the fast when the sun has set, is often shared with family and the local community. Traditionally, the fast is broken with a date.
During this important holy period for Muslims, UNISON reminds both workers and employers that it is within the Equality Act 2010 for all employers to ensure flexible working and provide reasonable adjustments for workers wishing to observe Ramadan, which includes fasting, prayers, charity and reflecting on the Quran.
Small, thoughtful adjustments, shaped by open conversations, can make a meaningful difference for Muslim employees observing Ramadan.
UNISON spoke to two Muslim members, Raza Sadiq and Nadia Al-Farid, about how their workplaces support them during Ramadan – and what more employers can do.
More than fasting
Ramadan is not just about abstaining from food and drink. Many Muslims give a percentage of their wages to charity during this month and become more involved in community work. As Raza explains, “It’s not just about you personally, it’s about community.”
Nadia describes how families often invite students who cannot afford proper meals to share iftar (the breaking of the fast) or attend the mosque together for extra prayers. The month strengthens community bonds and encourages generosity.
But alongside this spiritual focus comes physical impact. Many Muslims attend additional late-night Taraweeh prayers, then wake early before Fajr to prepare and eat before the fast begins. This can mean significantly less sleep.
“It’s just small tweaks”
For Raza, a careers adviser at Skills Development Scotland, workplace support does not need to be complicated. “It’s just small tweaks,” he tells UNISON. “A room that people could go and worship in – that would be ideal.”
He believes that colleagues taking time to learn about Ramadan, or simply speaking to Muslim coworkers, helps build bridges and create a more inclusive environment. After once giving a presentation about Ramadan, he returned to his desk to find a colleague eating a ham sandwich beside him without much thought. He laughs about it but reflects: “It just shows a lack of understanding – it’s just thinking and having self awareness.”
Because fasting, late-night prayers and lack of water can lead to tiredness or dehydration, flexibility is key. “If someone is asking to swap a shift or start at a different time, colleagues helping is really important during this time,” he says.
Practical adjustments matter
Nadia, a clinical support worker in microbiology at the Queen Elizabeth Hospital in Glasgow, highlights the importance of suitable prayer facilities. “Our ritual cleansing is wudu – we must do it before we pray,” she explains. “We can’t pray in a room that has religious symbols, for example crosses or human figures.” Access to a quiet space near washing facilities is essential.
She also points to temperature control as an important but often overlooked adjustment. Working in lab coats in rooms that can reach 25–30°C while fasting is challenging. “Having AC, even reducing the temperature by one or two degrees, can make the difference between dehydration and just feeling a little thirsty,” she says.
Support from colleagues also makes a difference. “It helps when colleagues are supportive when we feel a little tired, to allow us to take a moment,” she explains. Tasks involving heavy lifting are often shared, and coworkers step in when she feels lightheaded or unwell. “Anything that involves heavy lifting they are more likely to say, you can do the lighter stuff… Instead of it being a lone task they will accompany you.”
Open conversations build understanding
Nadia is clear that asking respectful questions about Ramadan is not offensive. “It’s absolutely fine,” she says. “Some people think if you’re religious, you don’t want to talk about it. But it’s not a personal question.”
She also gently dispels common misconceptions. For example, seeing others eat does not invalidate the fast. “It doesn’t bother us at all,” she says. In fact, fasting can deepen appreciation and patience. “During Ramadan, we are supposed to hold fast to our tongue… so maybe don’t be irritating,” she adds with a laugh.
A personalised approach
Nadia and Raza emphasize that reasonable adjustments should be shaped by individual circumstances, not a blanket policy. Family responsibilities, caring duties, and job roles all affect what support looks like. “The reasonable adjustments framework should be implemented and led by the employee rather than the employer,” Nadia says. “Two people don’t have the same reasonable adjustment frameworks.”
Ultimately, supporting employees during Ramadan is about understanding, kindness, and flexibility. Small, thoughtful changes – a quiet room, temperature adjustments, shift swaps, a supportive team – can ensure Muslim staff feel valued, respected, and able to observe their faith without unnecessary barriers.
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