As organisations continue to prioritise genuinely inclusive cultures, attention turns to how employers can better support Muslim colleagues during Ramadan. Here are some insights from leaders and DEI professionals observing the holy month.
The start and end of Ramadan are determined by the sighting of the new moon. In 2026, it is expected to begin today, on 18 or 19 February and end on 17 or 18 March, followed by Eid al-Fitr, the celebration marking the end of a month of fasting from dawn to sunset.
Ramadan is the ninth month of the Islamic calendar and follows a lunar cycle, shifting approximately eleven days earlier each year. It is the month in which the first verses of the Qur’an were revealed. During this time, Muslims fast daily from pre-dawn to sunset, abstaining from food and drink, including water.
INCLUSION DURING RAMADAN: WHY IT MATTERS
But Ramadan is about far more than refraining from eating or drinking. It is a period of spiritual reflection, prayer, charity and community. Many Muslims describe it as a time to reset, reassess and reconnect – “starving the stomach to feed the soul”.
For employers, understanding this context is essential. Muslim colleagues continue to meet deadlines, lead teams and deliver results throughout the month, often while managing altered sleep patterns and additional spiritual commitments. Balancing those responsibilities is not always straightforward. The good news? Meaningful support does not require complex policy changes. Often, it is small and thoughtful adjustments that make the greatest difference.
Supporting employees during Ramadan is not about token gestures. It is about creating a culture where people feel understood and respected. When colleagues feel seen, they are more likely to be engaged, motivated and committed to their organisation. Making practical adjustments during Ramadan sends a powerful message.
PRACTICAL STEPS EMPLOYERS CAN TAKE
During Ramadan this year, employers have an opportunity to demonstrate that inclusion is lived out in everyday decisions, not simply written into policy documents. Here are a few practical pointers:
Understand how employees observing Ramadan may be impacted
During Ramadan, practising Muslims wake early for a pre-dawn meal (suhoor) and break their fast at sunset (iftar), often followed by evening prayers. As a result, sleep patterns shift and energy levels may fluctuate, particularly later in the afternoon. Being aware of these changes without making assumptions, is the first step towards offering meaningful support. Supporting colleagues during Ramadan does not require complex initiatives. In most cases, it is about thoughtful, proportionate adjustments that enable people to perform at their best.
Plan the working day thoughtfully
Where possible, schedule high-focus work and important discussions earlier in the day.
Build in temporary flexibility
Short-term adjustments to working hours, hybrid arrangements or break times can make a significant difference. Flexibility helps employees manage prayer, rest and family commitments without unnecessary strain.
Prioritise performance over presence
Shift the emphasis from fixed hours or visible “online” status to outcomes and impact. Trust-based management benefits everyone, not only those observing Ramadan.
Consider inclusion when planning team activities
Events centred around food during fasting hours can unintentionally exclude colleagues. Inclusive planning ensures everyone feels comfortable participating – or declining – without awkwardness.
Create space for conversation
Managers do not need specialist knowledge. A simple, private check-in, “Is there anything that would help you this month?”, demonstrates awareness without assumption.
Acknowledge the month
A brief internal message recognising Ramadan and wishing colleagues well can carry real weight. Small gestures often have meaningful impact.
ADDITIONAL INSIGHTS FROM DEI PROFESSIONALS & LEADERS OBSERVING RAMADAN
While the recommendations above provide a strong starting point, leaders and DEI professionals who observe Ramadan themselves emphasise why these adjustments matter in practice.
Inclusion is about small adjustments: Dr Asif Sadiq MBE, Chief Inclusion Officer at Warner Bros. Discovery
For many colleagues, this month brings fasting from dawn to sunset, earlier mornings, later nights and a meaningful shift in daily rhythm, while still showing up fully at work. “A simple reminder for leaders and teams: inclusion isn’t always about large initiatives,” points out Dr Asif Sadiq. “Sometimes it’s about small adjustments that help people do their best work.”
For managers during Ramadan, he advises:
- Scheduling important meetings earlier in the day
- Keeping meetings concise (or asynchronous where possible)
- Offering flexibility around start and finish times, so colleagues do not have to negotiate
- Avoiding food-centric team events
- Focusing on outcomes rather than online presence
“Most importantly, acknowledge it. A brief message of support goes a long way in making colleagues feel seen and respected,” adds Dr Sadiq. “You do not need to be an expert, acknowledgement matters more than knowledge.”
Lead with awareness, not assumption: Dr Zaheer Ahmad MBE, CEO of EqualityX and Head of Unifying Culture at BDO
Dr Zaheer Ahmad emphasises the importance of recognising that Ramadan is not experienced in the same way by everyone. “People observe the month differently, and it is important not to make assumptions about energy levels, availability or working patterns,” he points out. “It is also worth remembering that there are valid exemptions from fasting, meaning not everyone observing Ramadan will necessarily be fasting.”
For leaders, he suggests that small, thoughtful gestures can have significant impact. “A simple, private check-in – “Is there anything I can adjust to better support you during Ramadan?” – can go a long way. It demonstrates thoughtfulness, respect and inclusive leadership, without putting anyone on the spot,” adds Dr Ahmad.
Inclusion during Ramadan, he suggests, is not about dramatic adjustments. It is about awareness, sensitivity and creating space for open conversation.
Design year-round inclusion plans, not just for Ramadan: Farhana Kuddus, Global Transformation & Culture Director and EDI Board Member across several institutes
Farhana Kuddus believes that inclusion should be built long before Ramadan begins. “Inclusion is built on intentional and invested discussions. The conversations we have all year round that is reflected continuously to shape and design the culture of our environment. When Ramadan arrives it doesn’t ask for anything different or special, and most often if we have already designed correctly this month and the experiences of our employees observing just slots into place like business as usual.”
She explains that this includes “flexible work patterns, designing around peak performance periods, being mindful of those fasting alongside the spaces where food is a requirement, workloads that can easily distinguish between urgent vs to do, and enabling small windows and resources where prayer, breaking of fasts or an energy boost can be exercised.”
This year, Kuddus has been working with a FTSE 100 organisation to strengthen these core elements, with a shift towards experience and meaningful connection. Her approach includes three practical examples:
1. Supporting colleagues on the move
“When field engineers are out we’ve built ‘Ramadan Packs’ where one aspect includes a bottle of water, a date and some nuts to break their fast. It’s a simple grab and go. But saves the pain when you are on the road or on a job and it’s time! The benefits are huge.”
2. Planning for the full Ramadan journey
“Ramadan is not one day or single scenario. We’ve followed the pathway and taken a pragmatic approach for the start, the end and the Eid Celebration that arrives at the end where 1–3 days of annual leave may be required. Due to the lunar calendar employees won’t know the exact date when this falls or when Ramadan finishes. So build for short notice, and use the rest of your team to manage effectively.”
3. Keep open dialogue
“And the overarching rule we’ve said is always keep open dialogue – understanding specific needs as we go is a must.”
For Kuddus, Ramadan inclusion is not about exceptional measures, but about thoughtful design and intentional culture that works all year round.
Moving beyond assumptions: Ash Ahmad FCIPD, Founder of EDI Consultancy Changing Mindsets
Ash Ahmad, who has compiled a Ramadan toolkit designed to help organisations build confident, inclusive practices, ensuring Muslim colleagues feel valued, supported and included, shares three key recommendations for managers.
Her first tip is simple: do not assume everyone has the same needs. “One size does not fit all,” she explains. Managers can sometimes assume that colleagues who are fasting will require identical support or adjustments, but that is not necessarily the case. The most effective approach is simply to ask. Using open and supportive language such as, “How can I support you while you observe Ramadan?” or “Would any adjustments, such as changes to meeting times or working hours, help you during this period?” encourages a constructive and inclusive conversation.
Her second tip focuses on personal responsibility. “Managers should take the time to educate themselves about what Ramadan involves, rather than relying on employees to explain it. Making the effort to learn about something deeply important to colleagues demonstrates respect and initiative – and helps create a more inclusive working environment,” shares Ahmad.
Finally, Ahmad encourages reflection. “I would encourage managers who do not observe Ramadan to reflect on any biases or assumptions they may hold about their Muslim colleagues,” she adds. “Challenge yourself to consider where these perceptions may have come from and take active steps to broaden your understanding. Doing so will help create a sustainable inclusive workplace and support your development as an ally, not only during Ramadan, but throughout the year.”
Whether navigating Ramadan for the first time or refining an existing approach, Ahmad’s Ramadan Toolkit provides practical tools and strategies to help organisations understand and support their workforce effectively. Click here to find out more.
Flexibility drives performance: Tokeer Ahmed, Head of Salesforce Transformation at Capgemini, as well as Chair of the company’s UK Race & Equality Network and Co-chair of its global CulturALL ERG
To support teams effectively during Ramadan, Tokeer Ahmed’s top three recommendations focus on high-impact adjustments that respect both productivity and physical wellbeing.
“First, prioritise flexibility in working hours, as energy levels and prayer schedules differ. Allowing early starts or well-timed breaks helps individuals perform at their best,” he shares.
“Second, keep meetings concise and focused, avoiding unnecessarily long sessions that can be particularly draining during a fast,” adds Ahmed.
Finally, Ahmed’s advice to managers is to be mindful of scheduling, “specifically avoiding lunch meetings or food-based activities during fasting hours, to maintain an inclusive and comfortable environment.”
Practical day-to-day awareness matters: Ruqaiyah Jaffery, Regional Vice President of Commercial Sales at Salesforce UK
Ruqaiyah Jaffery highlights the guidance shared internally at Salesforce: “During Ramadan, Muslim employees continue their work responsibilities as usual, with the primary difference being that they fast during the day and break their fast after sunset. Some may request flexible working arrangements or use annual leave for additional devotion, particularly during the final ten days.”
Her advice on how to better support colleagues observing Ramadan includes:
- Avoid lunch meetings – colleagues will not be eating or drinking until sunset.
- Be mindful of late meetings – try not to schedule meetings after 5pm, as colleagues may be preparing to break their fast and pray.
- Offer a kind greeting – saying “Ramadan Mubarak” (“Have a blessed Ramadan”) is greatly appreciated.
- Recognise potential fatigue – even those who do not take leave may stay up late for prayers.
If you are curious about what fasting involves, Jaffery encourages respectful conversation and learning.“Ramadan is also an extra charitable time of year, whether it’s through volunteering, donating towards a fundraiser, or simply sharing a warm smile,” she explains. “Giving to those less fortunate is a core value for the Muslim community. Throughout the month, we’ll be fundraising for charitable causes (with Salesforce matching donations), while also hosting volunteering and giving opportunities.”
COMMON WORDS AND PHRASES USING DURING RAMADAN
Ramadan Mubarak (رمضان مبارك): A greeting meaning “Have a blessed Ramadan.”
Suhoor (سحور) or Sehri: The pre-dawn meal before fasting begins.
Iftar (إفطار): The meal at sunset to break the fast, traditionally starting with dates and water.
Eid al-Fitr (عيد الفطر): The celebration marking the end of Ramadan.
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