Considerations during Ramadan


Employers should be supportive and may, if appropriate, wish to discuss temporary flexible working arrangements during this period.

Author: Katie Fitzjohn
Reading time: 1 minute

This article is 2 years old.

Read our disclaimer keyboard_arrow_down

This website content is intended as a general guide to law as it applies to the motor trade. Lawgistics has taken every effort to ensure that the contents are as accurate and up to date as at the date of first publication.

The laws and opinions expressed within this website may be varied as the law develops. As such we cannot accept liability for or the consequence of, any change of law, or official guidelines since publication or any misuse of the information provided.

The opinions in this website are based upon the experience of the authors and it must be recognised that only the courts and recognised tribunals can interpret the law with authority.

Examples given within the website are based on the experience of the authors and centre upon issues that commonly give rise to disputes. Each situation in practice will be different and may comprise several points commented upon.

If you have any doubt about the correct legal position you should seek further legal advice from Lawgistics or a suitably qualified solicitor. We cannot accept liability for your failure to take professional advice where it should reasonably be sought by a prudent person.

All characters are fictitious and should not be taken as referring to any person living or dead.

Use of this website shall be considered acceptance of the terms of the disclaimer presented above.

The Islamic month of Ramadan started on 6 May 2019 and is due to end on 3 June 2019. During this period, as one of the five pillars of Islam, those participating are expected to fast from sunrise to sunset.

Employers should be supportive and may, if appropriate, wish to discuss temporary flexible working arrangements during this period. This could include offering different start and finish times, reduced lunch breaks and or changes to break times to coincide with daily prayer times.

Employers are reminded that it is unlawful to discriminate either:

  • Directly, by treating an employee less favorably than others because of religion or belief; or
  • Indirectly by applying a provision, criterion or practice that disadvantages employees of a particular religion or belief, without justification.

Employees observing Ramadan may often request time off work. Employers should consider such requests carefully since an unreasonable refusal, including a refusal without a good business reason or justification, could amount to discrimination.

Katie Fitzjohn

Legal Advisor

Read more by this author

Getting in touch

You can contact us via the form or you can call us on 01480 455500.