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. 1 

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.



Layoffs Are Inevitable, Abandoning People Isn’t

By Marina Perkovic • July 15, 2025
Over the past month, I spoke with three professionals who had recently been laid off. April , a former schoolmate, has over 20 years of experience and has held management roles at several organizations. Most recently, she led a team at a large oil and gas company, where she was instrumental in building out a new service area. Despite her accomplishments, a combination of economic challenges and a lack of connection with her new boss led to her dismissal. Having been involved in layoffs before, she understood the process, but when she called me, she admitted it was much harder to be on the receiving end. She felt overwhelmed by a mix of emotions: denial, anger, betrayal, and a deep sense of failure. Carol , once a mentee of mine, built a strong foundation in the finance sector, and her persistence earned her a team lead role at a competitive mid-sized firm. Therefore, her call caught me off guard; she was trying to make sense of being included in a round of layoffs that affected 12 others. Having just been promoted, she struggled to understand why she had been chosen. She reached out for support as she navigated both the practical and emotional aftermath. Joe had been a student in one of my classes. With a master’s degree and excellent communication skills, he established a respected career in the regional non-profit sector. We maintained contact and often crossed paths through work. Joe was frequently involved in launching new initiatives and was recognized by both his boss and the board for his contributions. However, when the sector faced financial strain, he and his manager were among the 15% let go. He contacted me a month after the layoff; he had taken time to process everything and was now reflecting on what direction to take next. These stories are not uncommon. In fact, with ongoing economic uncertainty, many professionals, regardless of their experience or performance, are facing unexpected career changes. While layoffs are always challenging, the way they are handled can significantly impact both the individuals affected and the organization. This highlights a critical challenge for organizations: how can companies manage necessary workforce changes with both strategic foresight and genuine care? In addition to engaging the Human Resources department early in the planning and execution process, many businesses are increasingly recognizing the value of utilizing third-party outplacement services. Outplacement services are employer-sponsored programs designed to support both the business and departing employees during layoffs or organizational restructuring. Typically included as part of a severance package, these services offer more than just logistical support; they help individuals navigate a difficult transition with confidence. Outplacement services can be customized based on the needs and budget of the employer. Offerings often include planning for workforce reductions in collaboration with the business, delivering termination messages, and providing one-on-one career transition coaching and emotional support to affected staff. More importantly, these services help affected employees regain focus by offering practical job search guidance, resume coaching, and career direction tailored to their experience and industry. For employers, outplacement services can deliver a clear return on investment. Companies that provide structured transition support often experience fewer legal disputes and benefit from a stronger employer brand, which can positively influence talent attraction and retention. Showing care during a difficult time speaks volumes to internal teams, affected employees, clients, and the broader market. Having worked closely with businesses and professionals throughout this process, I’ve witnessed the significant difference that experienced, neutral third-party support can make. In fact, a 2023 CBIZ report, referencing Bureau of Labor Statistics data, noted that individuals who received outplacement assistance secured new roles 40% faster than those who did not receive support (CBIZ, 2023). Just imagine if April had access to a coach experienced in private sector transitions, or if Carol had received immediate help with processing her layoff and planning her next steps; the positive impact would have been immediate. In today’s environment, outplacement isn’t merely a nice option; it is a strategic necessity. How will your organization ensure a respectful and supportive transition for its workforce? When selecting an outplacement partner, consider factors such as industry experience, the ability to customize services, the quality of career coaches, and the integration of digital tools for job seekers. Not all providers offer the same level of support or results, so thorough vetting is essential. 

Your Ultimate Pre-Conference Checklist for the CPHR Alberta 2025 Conference!

By Marina Perkovic • July 10, 2025
The countdown to the CPHR Alberta 2025 Conference has officially begun!

An Update from your Board of Directors - June 2025

By Marina Perkovic • July 9, 2025
As the governing voice of CPHR Alberta, the Board of Directors meet quarterly to provide oversight and guidance in several key areas. The Board, alongside CPHR Alberta operations, continues to deliver on the association's strategic priorities developed in the 2020 strategic plan. To ensure transparency between our Board of Directors, members and key stakeholders, we share post-meeting messages to inform the steps taken towards advancing our profession and ensuring a financially stable association. The Board of Directors met on June 24, 2025, and the Board’s key messages are as follows: Financial Update CPHR Alberta remains in a stable financial position with a forecasted break-even year-end as per the approved Budget. The Board reappointed Cascade Chartered Professional Accountants LLP as auditor for 2025–2027. Strategic Planning The Board held a focused one-day Strategic Refocus Workshop to explore how CPHR Alberta delivers value to its members. This work will guide the development of an updated three-year strategic plan, aligned with the evolving needs of the profession. Self-Regulation The Professional Governance Act received Royal Assent in May 2025 and Royal Proclamation expected for Spring 2026. CPHR Alberta anticipates review of its self-regulation application in Spring 2027. Ongoing work focuses on legislative alignment, internal readiness, and member communications. CPHR Alberta Conference Join us at the CPHR Alberta 2025 Conference, Human-Centric HR on September 23–24 in Edmonton. Be sure to stop by the CPHR Alberta booth to meet and connect with your Board of Directors. The next Board meeting will take place on September 22, 2025, after which we will share our key messages. If you have any questions regarding these key messages or the Board of Directors, please contact chair@cphrab.ca . We welcome your feedback!
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