Balancing Work and Celebration: How You Can Support Your Employees During Ramadan

Author : CPHR Alberta 

Ramadan holds a special place as one of the most revered months in the Islamic calendar for Muslims. It is the ninth month, following the lunar year, chosen because it marks the divine moment when the Holy Qur’an descended from the heavens. 1 Traditionally the month of Ramadan begins and ends on the sighting of the new moon. 2 During Ramadan, Muslims (who are able) observe a strict fast from dawn until sunset “as a means of drawing closer to God and cultivating self-control, gratitude, and compassion for those less fortunate.” 2 It is a month that includes heightened focus on devotion in which Muslims will spend extra time reading the Qur’an and performing special prayers. In addition to abstaining from food and drink during daylight hours, Muslims use this time to “train themselves physically and spiritually by avoiding any negative acts such as gossiping, backbiting, lying or arguing.” 2

Varying customs 

On top of the daily fasting and additional spiritual commitments, Muslim’s have varying customs that may take place during Ramadan. Families may decide to wake together before dawn to enjoy a breakfast-like meal called suhur before the fasting begins, then break their fast together at iftar when the sun has gone down. Some Muslims may break their fast with dates and water depending on their culture or with light foods such as soup, and fruit, which is followed by sunset prayers then a dinner is enjoyed. Other families may go to their local mosque for the night prayer which is referred to as Taraweeh. 2    

During Ramadan, many mosques hold food drives and fundraisers for charity, as this time allows for reflection and compassion towards the hungry and less fortunate. 2

Ramadan ends with Eid-ul-Fitr which is a “Festival of the Breaking of the Fast” where the greeting “Eid Mubarak” is used, meaning “blessed holiday!”. 2

How can an employer foster and environment of inclusivity and respect within the workplace during this time? 

Acknowledge the month ahead, educate yourself on the practices and what this month entails for those practicing employers, share greetings that are commonly used. It is important to note, if you have Muslim employees who are not participating in fasting to not ask why, their reasoning to not be fasting is private and personal.

Embracing flexibility 

Provide flexible working hours for your employers, ask them what times work best for meetings during the month, allow them the ability to work more from home as their energy levels may be lower due to fasting, provide them with the appropriate break times to allow for prayer. Simply initiate an open dialogue with your employees and allow them the opportunity to share what they may need during this month for support and create as much flexibility as possible. 

Thoughtfulness

Consider the verbiage you label meeting times, avoid using titles such as “lunch and learn” or “coffee chats” during this time. If you and the company are planning to provide food to employees consider doing this after Ramadan to allow all employees to participate or provide to-go boxes to allow your fasting employees to take the food home, to enjoy when the sun has set. 

If you are unable to provide flexible work hours for those participating in Ramadan, consider creating a private space for them to be able to partake in their daily prayers. Again, open the discussion to see what is needed and how you can support them. 

Considering Ramadan is not just about the fasting, hold food drives or connect with your Muslim employees and choose a charity to allow all employees to donate to. 

Education and Celebrating Together 

Bring in speakers who can educate you and other employees on Ramadan and the activities that surround it. Schedule in a “global day of fasting” where all employees participate in abstaining from food and drink. Considering Ramadan is not just about the fasting, hold food drives or connect with your Muslim employees and choose a charity to allow all employees to donate to. 

In our role as HR professionals, we play a crucial part in influencing the culture of our workplaces. It is imperative that we wholeheartedly embrace and respect the distinctive traditions and practices valued by our employees, as this is fundamental in creating an atmosphere of inclusivity and mutual respect. 


1 “Ramadan.” Ramadan | A Guide to Religious Observances | Resources | Center for Spiritual Life | Brandeis University , www.brandeis.edu/spiritual-life/resources/guide-to-observances/ramadan.html. Accessed 15 Mar. 2024.

2 “Ramadan Information: Understanding Its Significance and Practice.” Islamic Networks Group (ING) , 22 Feb. 2024, ing.org/resources/for-all-groups/calendar-of-important-islamic-dates/ramadan-information-sheet/.

 


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



By Jessica Jaithoo August 26, 2025
Author : Veronica Flores, CPHR, Wood Buffalo Chapter In the fast-paced world of HR, we often talk about unconscious bias, diversity, and inclusion. But one subtle form of bias that continues to shape workplace dynamics, often without us realizing it, is the halo effect . The halo effect, as outlined in Canadian Organizational Behaviour by McShane, Steen, and Tasa, is a perceptual bias where our overall impression of someone, often shaped by a single trait, influences how we judge their other qualities. I experienced the halo effect in a way that has stayed with me ever since. As someone who immigrated to Canada from a vibrant Latino community, I brought with me not only my culture and language but also a strong set of personal values: dedication to excellence, deep respect for others, and a belief in the power of organization and continuous improvement. Over the years, I've built a life in Canada and grown professionally. One thing my colleagues quickly noticed? I’m extremely organized—my files are color-coded, I like to automate tasks and improve processes, and I genuinely believe that a tidy environment leads to a clear mind. But one day, that very strength—my love for order—became the only lens through which someone saw me, and not in the way I expected. Our team was switching workstations, and I noticed a new coworker, someone from a different cultural background, standing near their new desk, not quite settling in. I casually asked if they had moved in yet, and they replied, “I’m just waiting for you to clean it first.”  At first, I laughed, thinking it was a joke. But their expression stayed serious. That’s when it hit me: they had assumed I was there to clean their desk. Why? Because I’m Latina? Because I’m tidy? Because I was organizing my own space? I simply showed them where the cleaning supplies were and walked away. But the moment stayed with me, not just because it was uncomfortable, but because it revealed something deeper about how we perceive each other at work. Later, I opened up to another coworker about what had happened. She shared a story of her own: because she is from China, a colleague once asked her to perform acupuncture or massage their neck, assuming she must know traditional Chinese medicine. She was just as stunned as I had been. These assumptions weren’t rooted in malice, but they were rooted in stereotypes. And they show how the halo effect, when combined with cultural bias, can lead to reductive and even offensive conclusions. The Hidden Cost of Snap Judgments The halo effect doesn’t always manifest in such overt ways. Sometimes, it’s as subtle as assuming a soft-spoken employee lacks leadership potential or that someone who struggles with English isn’t as intelligent. These assumptions can influence hiring decisions, performance evaluations, and even day-to-day interactions. For HR professionals, the implications are significant. When we allow the halo effect to guide our perceptions, we risk reinforcing stereotypes and limiting opportunities for others. Worse, we may unknowingly create environments where people feel unseen or misjudged. Strategies to Counter the Halo Effect Here are a few practical ways HR professionals can help reduce the impact of the halo effect in their organizations: Get to know people beyond the surface. Take time to learn about your coworkers’ skills, experiences, and goals. Be mindful of cultural assumptions. Just because someone is from a particular background doesn’t mean they fit a cultural stereotype. Create space for conversations. Sharing stories, like the ones my coworker and I exchanged, can build empathy and awareness. Focus on inclusion, not just diversity. It’s not enough to have different people in the room. We need to ensure everyone is seen and valued for who they truly are. The halo effect reminds us that perception is powerful, but not always accurate. That day in the office reminded me that even positive traits can be misinterpreted when viewed through the wrong lens. And that inclusion means more than just being present; it means being seen clearly. So, as an HR professional, ask yourself: Are you seeing your coworkers for who they really are, or just through the halo of a single trait?
By Jessica Jaithoo August 8, 2025
Author : Nicole Mahieux, Nick Canning & Kendal Tremblay Mental health is increasingly recognized as a cornerstone of employee well-being, business resilience and community strength. For HR professionals, supporting mental health is no longer optional—it’s imperative. While conversations around mental health have gained traction in many industries, one critical sector still faces unique and persistent challenges: agriculture. Farmers and agricultural workers play a vital role in food production and national food security. Yet they are among the most vulnerable when it comes to mental health struggles. In fact, they experience some of the highest rates of stress, anxiety, depression—and even suicide. This is not just a personal issue. It's a workforce issue. It's a public health issue. It's a business issue. There are a range of compounding pressures makes farming one of the most mentally taxing professions.  These include: 1.Financial Stress & Unpredictability Unstable markets, weather-dependent outcomes, and shifting government policies contribute to a constant sense of economic uncertainty. 2. Isolation Many farmers work alone and live in rural areas where access to social support is limited. Social isolation increases vulnerability to mental health concerns. 3. Stigma Although mental health stigma is slowly decreasing, it remains a barrier—especially among men, who represent 74% of the agricultural workforce. Traditional gender norms often discourage open conversations or help-seeking.
By Jessica Jaithoo August 7, 2025
As a proud participant in the Glowing Hearts program , CPHR Alberta continues to champion the value that Canadian Armed Forces reservists bring to our workplaces. Since joining the program, we’ve seen firsthand how supporting reservists not only strengthens our communities but also enhances organizational resilience and leadership. The Value of Reservists in the Workplace Reservists are more than military personnel—they are strategic thinkers, adaptable leaders, and skilled collaborators. Their training equips them with discipline, problem-solving abilities, and a mission-focused mindset that translates seamlessly into civilian roles. Captain McKenzie Kibler of The Loyal Edmonton Regiment exemplifies this. In a recent deployment on Operation REASSURANCE, he developed leadership and operational skills that now enrich his civilian career. Watch his story here. Support, Recognition, and Incentives for Employers Supporting reservists doesn’t mean sacrificing business continuity—in fact, it opens the door to meaningful recognition and financial support. Through the Compensation for Employers of Reservists Program (CERP) , employers can receive grants to help offset operational costs when a reservist-employee is away for 30 days or more. At the same time, organizations that register their reservist leave policies with the Glowing Hearts program are publicly recognized on the Canadian Forces Liaison Council website and receive a certificate of support and digital badge. These benefits not only ease the logistical challenges of supporting reservists but also position your organization as a leader in community engagement and national service. Tools and Templates for HR Leaders To make it easier for organizations to support reservists, CPHR Alberta offers a Reservist Leave Policy Template. This resource outlines eligibility, leave procedures, compensation, and compliance with federal and provincial legislation—making it simple to implement a supportive policy. Access the template through the Member Portal.
MORE NEWS