Employers and employees alike must navigate the unique challenges that come with observing this important religious practice in the workplace. Under Title VII of the Civil Rights Act, employers are legally required to accommodate employees’ religious observances, including those during Ramadan, unless doing so would create an undue hardship.
THE LAW:
Under Title VII, employers must reasonably accommodate employees’ religious practices, including those during Ramadan, unless doing so imposes a substantial burden. This obligation was clarified in Groff v. DeJoy, 600 U.S. 447 (2023)
Employees should notify their supervisor or HR to request accommodations, even informally, following company procedures. Employers must then engage in an “interactive process” to provide accommodations or demonstrate undue hardship
POSSIBLE ACCOMMODATIONS:
- Flexible Scheduling: Adjusting hours for Suhoor (pre-dawn meal) and Iftar (breaking fast at sunset).
- Prayer Space: Providing a clean, private area for prayers.
- Meal Breaks: Allowing breaks at sunset for Iftar and accommodating dietary needs.
- Workload Adjustments: Lighter duties or flexible deadlines to account for fasting.
TIPS FOR EMPLOYEES:
DO: Follow company procedures, provide sufficient information, and be open to reasonable solutions
DON’T: Change schedules or violate policies without prior discussions
By communicating effectively, employees and employers can foster a respectful workplace during Ramadan
