Buddy says: You do not have to allow changes to employees usual working patterns over the Ramadan period, however, if you unreasonably refuse requests made to accommodate employees' religious beliefs, you may find yourself liable for an indirect discrimination claim. 

If there are genuine business reasons for not being able to grant the request, such as an adverse impact on the business, you would be able to argue that this refusal is a proportionate means of achieving a legitimate aim and therefore not discriminatory.

Employer information: Under the Employment Equality (Religion or Belief) Regulations 2003 it is unlawful to discriminate against someone on the grounds of their religion or belief.

 Indirect discrimination is defined as:

• a provision, criterion or practice;
• which is applied equally to persons not of the same religion or belief;
• which puts people of a certain religious belief at a particular disadvantage compared with other people; and
• puts the Claimant at that disadvantage; and
• is not a proportionate means of achieving a legitimate aim.

Refusal to allow for flexible working or time off may be seen as a provision, criterion or practice as it puts Muslims fasting during Ramadan at a disadvantage, compared to non Muslims. Further, from an employee relations perspective, allowing some simple changes, such as allowing different break times, could lead to greater harmony, and therefore more productivity in the workplace.