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.



Mental Health in the Agriculture Industry

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.

CPHR Alberta’s Commitment to Supporting Reservists

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.

Leadership Risk Isn't Just a C-Suite Concern

By Marina Perkovic • July 29, 2025
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth. 
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