Ramadan is a time of fasting, reflection, and spiritual growth for Muslims in the UAE and the Kingdom of Saudi Arabia. For workplaces, it also comes with specific rules, legal obligations, and practical considerations. This guide covers work hours, employee rights, employer responsibilities, and best practices for 2026.

1. Legal Working Hours During Ramadan

United Arab Emirates

Key Points for Employees & Employers:

• All private sector employees are entitled to the 2-hour reduction.

• Prayer breaks and time for iftar are encouraged.

• Overtime beyond Ramadan hours must be compensated.

Kingdom of Saudi Arabia

Key Points for Employees & Employers:

• Muslim employees in the private sector legally work a maximum of 6 hours/day.

• Non-Muslims may work standard hours, but companies often harmonize schedules.

• Employers must accommodate prayer and fasting needs.

2. Overtime & Compensation

• Hours worked beyond the reduced Ramadan schedule are considered overtime.

• Employers must follow local labor laws for additional pay.

• Flexible arrangements (split shifts, shorter shifts, remote work) help balance productivity with compliance.

3. Employee Rights

• Reduced working hours during Ramadan are legally guaranteed in both countries.

• Breaks for prayer or health reasons must be respected.

• Employees unable to fast due to illness or medical conditions are entitled to accommodations or alternative duties.

• Fair scheduling avoids assigning physically strenuous or high-pressure tasks during fasting hours.

4. Employer Responsibilities

• Publish Ramadan work schedules in advance.

• Adjust meeting times, training, and deadlines to reflect shorter workdays.

• Ensure all employees understand overtime rules, prayer breaks, and accommodations.

• Provide a supportive environment for fasting employees (e.g., quiet spaces for prayer, appropriate break timings).

5. Workplace Etiquette During Ramadan

• Avoid hosting events with food or beverages during fasting hours.

• Be mindful of employees’ energy levels, especially in physically demanding roles.

• Encourage managers to be flexible and culturally sensitive, particularly in mixed-nationality teams.

• Celebrate Ramadan in a respectful way e.g., sharing iftar information, optional social gatherings after sunset.

6. Practical Tips for Both Employers & Employees

For Employers:

1. Communicate Ramadan schedules clearly to all staff.

2. Offer flexible work options or remote work where possible.

3. Adjust KPIs or project deadlines to account for shorter workdays.

4. Monitor overtime and ensure compliance with labor laws.

For Employees:

1. Plan tasks around peak energy hours (usually mornings).

2. Take regular breaks for hydration outside fasting hours.

3. Inform managers of any health issues or special accommodation needs.

4. Respect colleagues who are not fasting.

7. Preparing for Ramadan 2026

• Review HR policies and ensure compliance with UAE and KSA labor laws.

• Train managers on cultural sensitivity and legal obligations.

• Communicate expectations for productivity, flexibility, and wellbeing.

• Plan team schedules, meetings, and deliverables around shorter working hours.

Ramadan is both a spiritual observance and a workplace challenge that requires planning, flexibility, and empathy. By understanding legal work hours, employee rights, and best practices, employers can support their teams while maintaining productivity. Employees, in turn, can navigate work obligations confidently, knowing their rights and responsibilities during this important month.

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