Ramadan is anticipated to start on February 19, 2026, subject to the sighting of the new crescent moon. It is the ninth month in the Islamic lunar calendar and a period of fasting, worship, and spiritual development.
Fasting during Ramadan is one of the Five Pillars of Islam. Once Ramadan commences, Muslims fast from dawn to sunset. Employees may be entitled to reduced hours during that time.
The reduction in working hours will differ depending on where the employee is based:
- Bahrain: Working hours for Muslim employees in Bahrain are reduced to a maximum of six hours per day or 36 hours per week.
- Kingdom of Saudi Arabia: Working hours for Muslim employees in the Kingdom are reduced to a maximum of six hours per day or 36 hours per week.
- Kuwait: The maximum weekly working hours during Ramadan are 36 hours per week, regardless of an employee’s religion.
- Oman: Working hours for Muslim employees in Bahrain are reduced to a maximum of six hours per day or 36 hours per week.
- Qatar: In the State of Qatar, the maximum weekly working hours during Ramadan are 36 hours per week, regardless of an employee’s religion. In the Qatar Financial Centre, employees who observe the fast enjoy shorter working hours if not more than six hours per day.
- United Arab Emirates (UAE):
- Abu Dhabi Global Market (ADGM): Muslim employees in the ADGM are entitled to a 25% reduction in daily working hours without a reduction in pay.
- Dubai International Financial Centre (DIFC): Muslim employees in the DIFC are not required to work more than six hours each day without a reduction in pay.
- Onshore: In the onshore territory of the UAE, where UAE Labour Law applies, employees are entitled to have their regular working hours reduced by two hours per day. This applies regardless of employees’ religion, and the reduced working hours apply regardless of whether the employee is fasting.
Given the predominantly diverse workforces, the holy month of Ramadan can be a challenging time for employers across the region. Employers should consider the following tips:
- Be considerate: Not all employees will be fasting. Additional consideration will therefore need to be given in order to provide appropriate accommodations during Ramadan, which could include not providing drinks or food during meetings, avoiding scheduling meetings that would involve drinking or eating (e.g., a client lunch), and providing a separate space where non-fasting employees can eat.
- Consider a shift system during Ramadan: Where a large number of employees (or all employees) are observing reduced working hours during Ramadan, employers should consider whether it would be beneficial to put in place a shift system to ensure that the opening hours are adequately staffed. Such a system could include having certain employees start at the normal time but finish earlier and having other employees start later but finish at the usual closing time of the company.
- Be mindful of decreased productivity: Productivity levels may decline during Ramadan. As an employer, it is therefore important to manage client expectations during that period. In addition, important meetings should be scheduled for earlier in the day, and any meetings in the afternoon should be avoided (to the extent this is possible).
Ramdan will conclude around March 20, 2026 with the Eid al-Fitr holidays, which are paid public holidays for employees in the region.