Understanding flexible working requests during Ramadan 2025 for employers in the UK

As Ramadan 2025 approaches, many employers in the UK may get flexible working request from some of their Muslim employees who are observing the holy month. Ramadan, a significant time for Muslims around the world, began on 1 March 2025 or 2 March 2025, depending on the moon sighting, and will continue until 30 March 2025 or 31 March 2025.

This period can have a notable impact on working hours, productivity, and employee well-being. It is particularly important that employers are aware of recent changes to the UK’s flexible working rules, which can help support employees effectively during this time.

How Ramadan may impact working patterns

During Ramadan, Muslims fast from dawn to sunset, refraining from eating or drinking, which can affect their energy levels, sleep patterns, and overall work performance. The fast can also affect personal schedules, with early mornings and late evenings often dedicated to prayer and communal activities.

Because of these changes, employers may receive requests for flexible working arrangements, including:

• Starting or finishing work earlier or later than usual to accommodate for prayer times and fasting.
• Taking additional breaks during the day, particularly at sunset for Iftar (the breaking of the fast).
• Adjusting workloads or responsibilities to account for reduced energy levels at certain points in the day.

Changes to flexible working requests (April 2024)

With changes to flexible working legislation introduced in April 2024, employers should be particularly mindful of how to handle these requests.

The key changes include:

• Right to request flexible working from day one: Employees no longer need to wait 26 weeks to submit a flexible working request – they can do so from their very first day of employment.
• Faster decision timeline: Employers must now consider and respond to flexible working requests within two months, ensuring sufficient time to assess any potential impact on the business.
• No requirement for specific reasoning: Employees are no longer required to provide a justification for their request, making it easier for those observing religious practices, such as Ramadan, to request adjustments.
• Fair consideration and explanation: Employers must give every request full consideration and can only refuse a request if there is a valid business reason, which must be clearly explained to the employee.

With Ramadan fast approaching, some Muslim employees may already have submitted flexible working requests, for example, to start work later after Suhoor (the pre-dawn meal) or to finish work earlier to prepare for Iftar. Employers should ensure they handle these requests fairly, sensitively, and in accordance with the updated rules.

Key Considerations for Employers During Ramadan 2025

Given the changes to flexible working legislation and the observance of Ramadan, here are some key considerations for employers in the UK:

Support and sensitivity to religious observances:

• Employers should demonstrate understanding and flexibility when dealing with requests related to religious practices, including Ramadan.
• Employees may seek adjustments to their working hours to align with prayer times or to manage fasting schedules.
• Sensitivity to the importance of Ramadan can enhance employee morale and demonstrate a commitment to inclusivity.

Flexible working hours and remote work:

• Employees may prefer to work from home or adjust their schedules to ensure they can observe Ramadan properly. Consider offering flexible working hours that allow employees to start or finish later or earlier.
• Where feasible, employers could allow employees to take a break at sunset to break their fast before resuming work, if necessary.

Communication and collaboration:

• Open dialogue between employers and employees is essential. Employers should check in with employees to see how they are managing their workload and whether any accommodations are needed.
• For teams, especially those working collaboratively or with clients, it is important to ensure that expectations around meetings or deadlines are adjusted to suit Ramadan schedules.

Impact on business operations:

• In some cases, flexible working arrangements during Ramadan may temporarily affect business operations, particularly if employees are working fewer hours or have different schedules.
• Employers should ensure that there is sufficient coverage to maintain operations. This may involve coordinating with employees to ensure that key work is completed.

How can Butcher & Barlow assist?

As Ramadan 2025 approaches, it is crucial for employers to actively embrace the new rules surrounding flexible working with understanding and compassion.

Creating an environment where employees feel comfortable requesting adjustments for religious observances, such as fasting and prayer during Ramadan, helps to build trust and openness between employers and their teams. This not only promotes employee well-being but also contributes to higher engagement and a positive workplace culture, where employees feel recognised and supported as individuals.

By taking simple, practical steps — such as reviewing internal policies, offering flexibility around working hours, and communicating openly with employees — employers can strike a balance between operational needs and the religious commitments of their workforce.

Employers who actively embrace flexibility and understanding during Ramadan will find they are better equipped to manage business continuity while supporting the needs of their employees. Ultimately, this kind of thoughtful and inclusive approach not only benefits those observing Ramadan but enhances the overall culture of respect and consideration within the organisation.

To help you prepare for Ramadan 2025 and ensure your policies are up to date with the latest legislative changes, you can access our Flexible Working Guide by clicking on the link below.

www.butcher-barlow.co.uk/news/downloadable-guides/

If you would like advice tailored to your business or support with handling flexible working requests, Butcher & Barlow’s Employment Law Team is here to help. Please feel free to get in touch with us for further guidance.

Contact Mohammed Balal on 0161 764 4062 or email mbalal@butcher-barlow.co.uk

 

 

 

The information in this article was correct at the time of publication. The information is for general guidance only. Laws and regulations may change, and the applicability of legal principles can vary based on individual circumstances. Therefore, this content should not be construed as legal advice. We recommend that you consult with a qualified legal professional to obtain advice tailored to your specific situation. For personalised guidance, please contact us directly.