Are any of your employees or colleagues Muslim? Do you truly appreciate what the holy festival of Ramadhan represents for them?

As a practising Muslim, my experience is that people of other faiths or beliefs often have incomplete understanding of this key event in the Muslim calendar.

And understanding is key because it reduces intolerance, mistrust and even hate. Sadly, a report in autumn 2023 revealed a seven-fold increase in Islamophobic hate crimes compared to the same period in the previous year. What is clear to me is that humans often fear what they don’t understand. And lack of familiarity with a particular religion can lead to apprehension and prejudice, neither of which has a place in a modern workplace. This is where forward-thinking leaders can make a difference as we approach Ramadhan. The month-long lunar festival is expected to begin on 10 March and be observed by Muslims across the globe. During this time many refrain from eating or drinking during daylight hours.

But Ramadhan is about more than fasting. During this time, Muslims care for people in their communities, supplying cooked food and essentials to those struggling to provide for themselves. They also pray for and support their neighbours, and pay fitrana for every member of their household: money to support charitable causes.

While some Muslims take time off work during Ramadhan, others continue working. So what can employers do to accommodate Muslim colleagues, given that fasting may affect productivity and concentration levels?

Flexible working is a good place to start. ACAS guidance and the Equality & Human Rights Commission code of practice suggest discussing with the employee whether temporary arrangements can be put in place for the duration of Ramadhan.

This might involve holding meetings at more suitable times during the day; accommodating a shift in working hours, or working through lunch breaks in order to leave earlier.

More rest breaks may be appreciated as individuals may wish to practise their faith more frequently during Ramadhan. Employers should be sensitive to this, and try to accommodate if possible.

Another factor is granting of annual leave. It is difficult for employees to plan in advance, because Ramadhan is based on the lunar calendar, so leave requests may be made at short notice, particularly around the end of Ramadhan which is marked by the festival of Eid. Where it is not possible to grant leave, employers should provide reasoned, rational justifications for refusing.

Equally, where annual leave is granted for those observing the festival, employers should ensure that other employees are not over-burdened, perhaps agreeing some kind of "swap" of projects to even things out.

Some organisations recognise religious festivals with their workforce. For example, my employer Anderson Strathern is hosting a day of fasting for those who wish to join, followed by a discussion about Ramadhan, then breaking fast together at nightfall.

Employees feel valued when employers seek to understand what is important to people. It is the cornerstone of nurturing a healthy employer/employee relationship.

Musab Hemsi is a Partner with Anderson Strathern. He is accredited by the Law Society of Scotland as a specialist in Discrimination Law and Employment Law