Taking part in a whole month of daily fasting between early morning and sunset during Ramadan can be a challenge.

When Ramadan falls during the summer, it means a long period of going without food and drink every day.

And there can be all the distractions and temptations of trying to fast if you are in an environment where others are freely eating and drinking all round you.

So how exactly do Muslim staff cope with a month of fasting?

This is the date for the start of Ramadan 2019

It can't be easy to go without food and drink in offices where colleagues routinely eat their lunch at their desks and make copious amounts of tea and coffee.

It is only natural that organisations with Muslim employees will be concerned about how to support staff during this time.

Paul Holcroft, Associate Director at HR consultancy Croner, has these top tips for company bosses to follow.

Ramadan decorations
Ramadan decorations

1. Encourage good communication

Encouraging open and honest communication is always advised from a business perspective and this will be especially important when it involves staff who stand to be affected by commitments during Ramadan .

It is important to remember that employees may initially feel reluctant to approach senior figures about how these commitments could impact their performance and line managers should remain approachable and understanding of each individual’s situation.

2. Introduce flexible working hours

Keep in mind that individuals may also require some adjustments to be made to their working routine to help them meet their commitments during Ramadan.

Common examples could include altering shifts patterns so employees can start and finish earlier in the day to facilitate daytime fasting, or amending workplace duties to avoid any instances where added fatigue may put individuals at risk of injury.

These changes could be introduced with an informal agreement, or through the use on an official flexible working request.

Muslims pray at Masjid Al Aqsa - with the gold-plated Dome of the Rock in the background - on the first Friday of Ramadan in 1998. AP Photo/Khaled Zighari
Muslims pray at Masjid Al Aqsa - with the gold-plated Dome of the Rock in the background - on the first Friday of Ramadan in 1998. AP Photo/Khaled Zighari

3. Be accommodating with annual leave

Some staff may wish to take annual leave during Ramadan to allow them sufficient opportunity to rest during times of fasting, or to take part in the Eid celebrations that follow.

It will be fair to expect individuals to request time off in the usual way and provide adequate notice. However, where requests clash with other team members it will be advisable to work towards an amicable solution, rather than dismiss them entirely, to avoid claims of discrimination.

4. Consider the working environment

It is important that the workplace remains inclusive for staff during Ramadan and it may be unreasonable to expect employees to attend business lunches or team meals while they are taking part in religious fasting.

Additionally, you should think about how excessive workplace temperatures could increase the sense of fatigue among certain staff and take appropriate measures to maintain a comfortable working environment.

Preparing food during the holy month of Ramadan in Dubai, United Arab Emirates. Photo by Francois Nel/Getty Images
Preparing food during the holy month of Ramadan in Dubai, United Arab Emirates. Photo by Francois Nel/Getty Images

5. Warn workers about harassment

You should also consider that Muslim employees might be at an increased risk of suffering from religious harassment at work during Ramadan.

Therefore, as a deterrent, you should consider reminding colleagues that appropriate action will be taken against anyone found responsible for offensive behaviour and that 'workplace banter' will not be accepted as a legitimate excuse for discrimination.

6. Have a clear religious policy

Finally, given the importance of Ramadan to Muslim employees, it would be advisable to outline your approach in a religious observance policy, giving individuals a clear source of information on their rights at work during this time.

Having said this, any policy will need to be inclusive, giving equal footing to other religions, in order to avoid further claims of religious discrimination.