Ramadan in Australia is expected to commence on the evening of Tuesday, February 17, 2026, or Wednesday, February 18, 2026, after sunset. It continues until around Thursday, March 19, 2026, or Friday, March 20, 2026. These dates depend on the sighting of the moon.
Ramadan is a holy month in Islam marked by fasting, spirituality, and community. It can impact an employee’s routine and energy levels. For small business owners and managers, thoughtful support during this period is a legal and cultural imperative, and a powerful way to build an inclusive and accepting workplace.
What is Ramadan?
Ramadan is the ninth month of the Islamic lunar calendar. It is observed by healthy adult Muslims worldwide as a month of fasting from dawn to sunset. During this period, Muslims abstain from food, drink, smoking, and other needs during daylight hours, focusing instead on prayer, charity, and self-reflection.
Fasting is one of the Five Pillars of Islam, so Ramadan carries deep spiritual importance. Many Muslims increase nightly prayers, read more of the Qur’an, and spend evenings with family and community, especially at the pre-dawn meal (Suhoor) and the sunset meal (Iftar). This combination of altered sleep patterns, fasting, and extra worship means employees may feel more tired than usual, particularly in the afternoons.
Why Ramadan matters at work
Supporting employees who observe Ramadan is fundamentally about respect for religious belief and equal opportunity. In many countries, religion is a protected characteristic in equality or anti-discrimination laws, so reasonable accommodation is good business practice.
Beyond compliance, inclusive support boosts morale and engagement. Employees who feel seen and accommodated are more likely to be a loyal employee, contribute new ideas, and speak positively about the workplace, which benefits culture and productivity.
Flexible hours and workload
One of the most effective ways to support staff during Ramadan is to offer flexibility in working hours where the role allows. This might include earlier start and finish times, compressed hours, or the option to work remotely so employees can rest more, manage prayer times, and break their fast with family.
Managers can also review workload and expectations, especially for physically demanding or high-concentration tasks. Reducing non-essential travel, rescheduling critical meetings out of late afternoon, and limiting evening events with food or alcohol can and help fasting employees perform at their best.
Environment, breaks, and prayer
Creating a supportive physical is another key step. Where possible, provide access to a quiet, clean space that employees can use for daily prayers, even if it is simply a temporarily reserved room with a clear “Prayer room” sign.
Employees who are working at sunset need time and space to break their fast and pray. Allowing a short break at iftar, providing water and light snacks, and being relaxed about brief rest breaks during the day can make a major difference to the wellbeing of your employee. It also demonstrates your business genuinely respects various religious practices.
Awareness, communication, and culture
It’s important to know each observer of Ramadan will have their own approach to the practice of their faith. Speaking with your employees about their preferences can help them feel included and respected.
Education and open communication help non‑Muslim colleagues understand what Ramadan involves and its cultural and religious importance. Simple steps like a short guidance note, a team briefing, or optional awareness training can explain fasting, sleep disruption, and key dates.
Business owners and leaders can encourage a culture of empathy by inviting Muslim employees (if they feel comfortable) to share what support helps. Marking Ramadan and Eid in internal communications, and possibly hosting or sponsoring an iftar event, sends a clear message religious observances are part of your business’s shared cultural life.
Work flexibility
By offering flexibility, practical adjustments, and genuine curiosity about Ramadan’s meaning, business owners and managers can support employees’ religious commitments while maintaining productivity performance.
This may include earlier start and finish times, or trading lunch breaks for an earlier finish. You may also want to consider leave requests towards the end of Ramadan as this is a very sacred time. The result is a more inclusive workplace where people feel valued.
Employers can help provide an inclusive environment by hosting any team meals until after daylight hours so Muslim employees can also participate.
This article is for general information purposes only and does not constitute as business or legal advice and should not be relied upon as such. It does not take into consideration your specific business, industry or circumstances. You should seek legal or other professional advice regarding matters as they relate to you or your business. To the maximum extent permitted by law, Peninsula Group disclaim all liability for any errors or omissions contained in this information or any failure to update or correct this information. It is your responsibility to assess and verify the accuracy, completeness, and reliability of the information in this article.
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