Ramadan in the Workplace: Best Practices for Employers

Quick look: In 2025, Ramadan will be observed from February 28 to March 30. With approximately 4.5 million Muslims in the U.S., many individuals will be honoring this month through fasting, prayer, and reflection. Here’s what employers need to know about accommodating Ramadan in the workplace and how to support employees so that they can comfortably observe it.

Ramadan is a sacred and popular annual holiday for the millions of Muslims living in America. Islam is the third largest religion in the U.S., and small- and medium-sized businesses (SMBs) may seek guidance on how to respectfully acknowledge it. Here, learn what Ramadan is, potential Ramadan work accommodations, and strategies for employers to foster a sense of inclusivity in the workplace.

What is Ramadan?

Ramadan, the ninth month of the Islamic calendar, is observed by Muslim people worldwide as they fast, pray, reflect, and focus on their communities. The month is celebrated as the time during which the Quran, the holy book for Muslims, was revealed.

Self-restraint and self-reflection are cornerstones of Ramadan, and the month-long fast—which all healthy adults typically complete—is viewed as a way to cleanse one’s soul and empathize with the less fortunate. The fast occurs daily from dawn until sunset and includes abstaining from food and drink. Some Muslims also restrict distractions such as watching television or listening to music.

With a focus on giving back to the community, many Muslims spend time during the month of Ramadan completing acts of charity and attending late-night prayer sessions called Taraweeh.

During Ramadan, fasting and a potentially altered sleep schedule may lead to dehydration, fatigue, headaches, and more. However, there are several steps business leaders can take to help keep their Muslim employees comfortable, engaged, and productive throughout the month.

How to celebrate Ramadan at work

Since Islam is so common in the U.S., it can be helpful for employers to remain educated on properly celebrating the religion’s holidays, like Ramadan, in the workplace. A good place to start is learning more about the holiday and ways to show support to Muslim colleagues.

Mark your calendar

Ramadan falls at a different time each year, as the Islamic calendar follows the lunar calendar, not the Gregorian one, so SMBs should be sure to update their company calendars each year accordingly. During the next few years, Ramadan will occur on the following dates:

• 2025: Friday, February 28 – Sunday, March 30
• 2026: Wednesday, February 18 – Thursday, March 19
• 2027: Sunday, February 7 – Monday, March 8

Once your calendars are marked, consider sending an annual holiday greeting email commemorating Ramadan just as you might for Christmas or Hannukah.

Offer accommodating schedules

Offering flexible scheduling, if possible, can be very beneficial to Muslim employees working during Ramadan. Going an entire day without eating or drinking can be difficult, and nighttime prayer and charity events mean workers’ schedules are jam-packed.

For employees with a typical 9-to-5 schedule, this could include allowing workers to create an altered schedule where they work from home or come into work after Suhoor (the meal consumed in the early morning before fasting begins) and leave the office earlier than usual. Employers can also consider letting those who celebrate work through their lunch break and go home early.

Business leaders may also consider providing flexibility to employees who don’t work a typical 9-to-5 workday. In addition to the early-morning Suhoor meal, Muslims break their fast with a meal at sunset called Iftar. Employers should allow Muslim workers to schedule shifts around these important mealtimes if possible. Not only does this show respect for the employee’s religion, but workers may be more productive after eating a meal and prefer to work in the morning after Suhoor or at night after Iftar.

Be mindful of meetings

Most practicing Muslims fast during the traditional workday, and leadership and coworkers should be aware of food-oriented meetings held during Ramadan. Instead of hosting meetings including a meal, colleagues can perhaps move the meeting time or host walking or virtual meetings. While it’s not legally required, showing this consideration is good business practice.

Similarly, during Ramadan, many Muslims’ schedules are busy, and employers should prepare to field requests to be excused from attending conferences and off-site training sessions. Failure to comply could result in accusations of direct or indirect religious discrimination. SMBs can consult with the risk and compliance experts at their professional employer organization (PEO) to confirm they are acting lawfully.

Provide proper prayer spaces

Did you know that even outside of Ramadan, some Muslims pray five times daily? These prayers typically take 5-10 minutes to complete and take place at specific intervals during the day.

Even if an employee doesn’t complete these prayers during the remainder of the year, some Muslims become more religious during Ramadan, and employees may be looking for a prayer space in the workplace for the first time.

Employers should provide workers with a safe, private, dedicated prayer space to accommodate these needs. Allowing employees to book a meeting or wellness room for 15 minutes can suffice, or managers could permit them to visit a local mosque during prayer times.

Offer adequate PTO

Whether your Muslim employees are adjusting to their new eating and sleeping schedules or have plans with their family, friends, and communities, offering them flexible paid time off (PTO) is important.

In addition to the festivities during the month, Muslims also celebrate Eid-al-Fitr, which marks the end of Ramadan. A joyful, relaxing event, the day is typically spent eating, praying, and exchanging gifts with loved ones.

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. A PEO partner can help you craft a floating holiday policy that supports all your employees.

Have a conversation

Employers don’t need to wait until a Muslim employee submits a Ramadan-related request to discuss the holiday—they can show they care and proactively start the conversation. Business leaders can let employees know before Ramadan begins that if they celebrate, they have flexible scheduling, prayer spaces, and religious PTO available. And, of course, colleagues should feel welcome to wish Muslim employees a Happy Ramadan by saying, “Ramadan Mubarak.”

Celebrate with certainty

Ensuring your organization is thoughtful and abiding by all applicable laws is a significant feat. However, you’re not alone in designing and maintaining an inclusive workplace.

PEOs, a type of human resources outsourcing provider, help SMBs manage critical functions like HR administration, employee benefits, payroll, and compliance. Partnering with a PEO can help your business create a welcoming environment for its entire workforce by providing:

• Policy creation and review, including employee handbook management
• Adhering to various employment laws
• Employee training on diversity, unconscious bias, workplace regulations, etc.
• And more

Offering Ramadan work accommodations promotes a respectful environment where all employees feel valued. And this sense of belonging can make a large positive impact on business: inclusive strategies can spur improved financial performance, a stronger culture and leadership, and increased employee engagement.

Are you looking to revisit how your company acknowledges Ramadan and other cultural or religious holidays? ExtensisHR is here to help. See if our PEO solution is right for you, or contact us today to learn more.