While there are no specific regulations regarding Ramadan within the Belgian labour law, there is enough "common sense" for workers to get their needs met, according to Geert Vermeir, an expert at the human resources (HR) organisation, SD Worx.
Friday evening marks the start of Ramadan. This is a holy month in Islam during which Muslims fast between dawn and sunset. The fast is commonly broken just before dawn with a meal called suhoor, and just after sunset with iftar.
The date of Ramadan is not fixed, and it begins around 10 to 12 days earlier every year. It is based on the lunar calendar and it starts and ends with a crescent moon. The end of Ramadan is marked by a festivity called Eid al-Fitr.
In Belgium, some companies have made an effort to accommodate workers following Ramadan. An example is the Belgian energy company EnergyVision. During Ramadan, the company offers flexible working hours, extra breaks, and paid leave for half a day for Eid preparations.
However, despite the significance of the period in Islam and the lengthy fast that must be followed, such adjustments are not required by law.
According to Vermeir, it is unlikely this would ever be the case. "It would be difficult to make a general legal rule…because things have to be flexible according to the company, the job the employee does, and the time of the year Ramadan falls."
Moreover, Vermeir points to how providing additional paid leave or flexible holidays is not always appealing to companies. "The labour cost in Belgium is already very high and giving an additional holiday is not always possible for every employer...companies don't always want to accept changes to labour law that will change the costs."
The HR specialist further points to the complexity of addressing (minority) religion within labour laws in Belgium. "Talking about religion and Islam is always a sensitive subject...It is not always easy to talk about religious affairs in labour law," Vermeir said.
Nonetheless, even if exceptions relating to labour during Ramadan never make it within Belgian law, Vermeir is optimistic that there is enough flexibility for employers to support their employees. "There is a lot of common sense between employers and employees, and people are able to find arrangements that bring together the needs of the company, the clients, and the religious affairs of the employees," he said.
