Ramadan at Work: HR Best Practices

Introduction

Ramadan is the ninth and the holiest month of the Islamic calendar starting with the sighting of crescent moon and ending with the same. The month-long festivities of 2024 Ramadan starts on 10 March and ends on the auspicious day of Eid-ul-Fitr on 9 April 2024.

Amongst the many practices during Ramadan celebrations, fasting from dawn till dusk and offering prayers are two things which are observed extensively. During these days, it is important as an employer to have an accommodative approach towards those employees who are engaged in these practices.

In this blog we will discuss the best practices that HR can incorporate at the organization level during the month of Ramadan.

HR Best Practices for Ramadan 2024

As an HR, it is crucial for you to keep an open mind and consider the needs of your employees and build a welcoming working environment. Ramadan is your opportunity to show that you care for their well-being.

1. Keep Everyone Informed

The first job of HR in this context is spreading awareness about the rituals that their peers might practice. Also make sure that all your employees are aware of the facilities available to those following the rituals. If needed schedule a session walking everyone through every special arrangement made by the organization for all those employees participating.

2. Create a Culturally Sensitive Environment

It is HR’s responsibility to build a culturally sensitive work environment where every employee and their respective beliefs and faiths are equally respected. All those who may not be indulging in these practices and festivities need to act sensitively around all those who are. This includes instances like not scheduling meetings during the hours of breaking fast or offering prayer and refraining from drinking or eating in front of those fasting.

3. Allow Flexibility

Allowing flexible work schedules like hybrid working, early check-ins and check outs and even leave approvals to those taking part in the Ramadan rituals. Managers should be acceptable of the reduced productivity since rituals like fasting can easily lead to low energy and fatigue. Alternatively, managers themselves can make provisions for temporarily reducing the workload so that it is not too strenuous for people and interested employees can freely offer prayers and observe traditional practices.

4. Secluded Area for Prayers

Make a provision for a private space for employees to offer their prayers while they are still in office. This small step can go a long way towards creating a sense of belonging amongst your employees and making them feel that you care.

5. Designate Areas for Eating

Iftar meals (tradition of breaking the fast in the evening) might be the time when your employees are still in the office. It is important that they have a designated area available during those hours for them to break their fast and carry out their rituals.

6. Meal Arrangements for Employees

It may not always be possible for employees engaging in Ramadan practices to arrange for lunches due to several reasons. In times like this it would be additionally advantageous for your employees if you have a provision for some ready to eat meals, snacks, or any other food they might prefer available in the office during the month of Ramadan.

7. Celebrations

During this month-long practice of traditions and rituals, you can select a particular evening, when you can officially invite and arrange for an Iftar party. This would serve as a platform for everyone to feel a sense of unity and culturally align with their peers. It would also be an opportunity for you to show your support towards your employees.

8. Considerations for Those Not Celebrating

Do not forget about your other set of employees who are not participating in the Ramadan rituals. While they may not be in the focal point of Ramadan discussions, make sure that they do not feel sidelined or isolated and uncomfortable in any way. If needed, communicate with them directly to identify their sentiments and concerns. Address these issues with utmost care and speed as you can.

Conclusion

This year may be the first Ramadan of many of your new employees and you should plan to use it to your best. Considering the religious requirements of your employees this Ramadan is another chance for you to earn the loyalty and trust of your employees. Employers should be supportive and understanding of the employee sentiments irrespective of the fact if they are participating in Ramadan or not. Tweaking your HR policy temporarily to spread more information about Ramadan and provide a positive experience will help build a sense of belonging amongst your employees. This can serve as an useful employee engagement technique and help keep the attrition rate in check.