February 28, 2025
During Ramadan, many employees would like accommodations to allow for prayers, the impacts of fasting, and more.
But have the challenges to DEI and other programs reduced an employer’s need to accommodate?
But have the challenges to DEI and other programs reduced an employer’s need to accommodate?
No. The statutes remain unchanged, and employers must still accommodate reasonable requests for religious accommodations.
Here are a few tips on how to ask for those in ways most calculated to get a successful result:
5 Tips for Requesting Ramadan Accommodations:
1. Plan Your Request Early: Employers appreciate advance notice. If you need adjustments—like a modified schedule, remote work, or break flexibility—ask as early as possible to allow time for approval.
2. Be Clear and Professional: When requesting accommodations, explain your needs concisely. A simple email outlining fasting hours, prayer breaks, and any scheduling adjustments helps set expectations and avoid misunderstandings.
3. Employers Must Accommodate Religious Practices: Under Title VII of the Civil Rights Act, employers must accommodate religious practices unless doing so creates a substantial burden on business operations. These include shift changes, prayer breaks, and time off for Eid. Employers must work with you to find reasonable solutions.
4. Offer Reasonable Solutions: Instead of just asking for accommodations, propose solutions that balance your religious needs with workplace responsibilities. Suggesting minor schedule shifts or task adjustments make approvals easy to grant.
5. Foster Awareness & Inclusion: Ramadan presents a great opportunity to educate colleagues about religious diversity. If possible, encourage your employer to recognize Eid al-Fitr as a holiday (or floating holiday option), or create more inclusive environments for Muslim employees.
