Guest blog by Dr Momeda Deen, in association with BIMA (British Islamic Medical Association)
Between 22nd March and 21st April 2023, Muslims around the world will be celebrating the holy month of Ramadan by fasting every day between dawn and sunset. But what are the potential fitness for work implications of this religious practice?
This blog aims to increase the understanding of Ramadan and highlight what the potential challenges and opportunities are for a Muslim worker fasting during Ramadan. Advice and guidance are suggested to help employers provide supportive measures for employees who are fasting and create more welcoming work environments, leading to increased productivity and worker satisfaction.
Ramadan – balancing religious and professional obligations
Ramadan is the ninth month in the Islamic lunar calendar where healthy adult Muslims observe obligatory fasting during daylight hours. It is a time for charity, self-reflection and discipline, with the hope that the behavioural habits of physical and emotional self-restraint can be carried forward to other aspects of life, including work.
Accommodating fasting and religious practices within standard work practices can pose unique challenges. It is important for employers to recognise that for many Muslim employees, the practices prescribed by their faith cannot be decoupled from the workplace so should engage proactively to align their workers’ professional and Muslim identities.
The Equality Act 2010 in the UK, protects workers against discrimination based on religion. Thus, it is important for employers to understand what Ramadan is and what it means for Muslims.
What is the potential impact of fasting on health and fitness for work?
Studies have demonstrated no significant impact on body composition, biochemical and haematological parameters in fasting individuals who undertook aerobic activity at submaximal level (70% of VO2 max). Any mild cardiovascular changes were likely to be due to dehydration. No significant impact on respiratory function was also noted. In specific job roles where fasting workers are exposed to physical hazards such as heat stress and heavy manual work, a suitable and sufficient risk assessment should be undertaken to minimise the risk of dehydration.
There is little evidence that fasting adversely impacts on neuro-performance or alertness. Fasting/feeding schedules and altered mealtimes during Ramadan may cause misalignment of the circadian system. When sleep hygiene is adequately controlled for, no significant impairment of daytime alertness or cognitive function is noted. Thus, shift workers and safety critical workers should ensure good quality sleep hygiene when fasting.
What can employers do to support employees who are fasting?
Workers with pre-existing long-term conditions should consider the potential impact of fasting on the control of their underlying health condition and any subsequent impact on their fitness for work. They should to speak to their line manager well in advance and look at appropriate task rotation or consider alternative duties, such as healthcare workers who are required to wear full personal protective equipment. However, it remains a managerial decision as to whether alternative duties can be accommodated.
Adjustments during Ramadan can include an earlier start and/or a shorter lunch break with an earlier finish time, so that workers can get home in time to rest and end the fast. Workers can also undertake trial fasts prior to Ramadan to help with acclimatisation in their tasks. Avoidance of scheduling events, such as staff meals, business meal meetings, away days and get-togethers during Ramadan can be considered. If this is unavoidable, employers should not be offended if the worker is reluctant to participate in such events.
Non-Muslim colleagues do not need to abstain from eating or drinking in the presence of workers who are fasting, though repeated offering of sustenance to the fasting worker is insensitive. Workers may break their fasts at work after sunset and may suggest sharing their food with non-Muslim colleagues. This is a good way of enhancing understanding of Ramadan in the workplace and improving relationships within a working team.
The last 10 days and nights of Ramadan are important to Muslims who tend to increase their worship and charity during this period. At the end of Ramadan, Muslims celebrate the festival of Eid-al-Fitr. Workers may wish to take annual leave or reduce their hours, either during the month of Ramadan or specifically during the last 10 days or on Eid day itself. The actual day of Eid depends on the new moon and may vary between countries and within communities of a city. Workers may therefore not be very specific about which day they wish to take for annual leave, so flexibility, where practicable, is welcome. It is also helpful to consider requests for unpaid leave or allow the worker the opportunity to make up any time taken during Ramadan.