May HR Update

Support for Muslim employees during Ramadan, physical contact at work and recent case law

Commencing on 5 May 2019, Ramadan is an important part of the Islamic faith involving a period of fasting during daylight hours. Consider how these commitments could affect workplace performance and how you can support Muslim employees during this time.

Abstaining from eating or drinking during daylight hours can take its toll physically and staff may benefit from flexible working arrangements, such as a change in shift patterns, to ensure they can perform at their best.

Staff may want to use their annual leave during Ramadan and you can expect them to follow the normal procedures laid down in your holiday policy. 

More top tips for preparing your workplace for Ramadan here.

Totaljobs survey reveals staff unhappy about level of physical contact at work

Can hugging qualify as harassment? A recent study by Totaljobs has revealed that staff are unhappy at the level of physical contact at work, with some favouring an outright ban on certain interactions.  Read more.

Case law

In iForce v Wood, the Employment Appeal Tribunal (EAT) were tasked with determining whether there was enough of a causal connection between an employee’s disability and their mistaken belief of unfavourable treatment in a disability discrimination claim.

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