Working While Fasting During Ramadan 2026: What Employers and Colleagues in Singapore Should Know

This article is written in English for international readers in Singapore. Chinese and Japanese translations are available on our website.

Ramadan is a significant period for many Muslims in Singapore. Marked by fasting from dawn to sunset, reflection, and community, it can influence daily routines, energy levels, and work patterns.

For colleagues and employers, understanding what Ramadan involves is not about special treatment. In 2026, it is about awareness, empathy, and thoughtful workplace practices that allow everyone to perform sustainably while maintaining professionalism and mutual respect.

Why Ramadan Awareness Matters in Singapore Workplaces

Singapore’s workforce is diverse, multicultural, and increasingly focused on wellbeing alongside performance.

During Ramadan, fasting professionals continue to meet responsibilities while adjusting to temporary changes in routine. Awareness from teams and managers helps prevent misunderstandings, reduces unnecessary friction, and supports a respectful working environment.

Handled well, Ramadan becomes a normal part of workplace diversity rather than a challenge to manage.

The Ramadan Myth: Fasting Automatically Reduces Productivity

A common misconception is that fasting leads to lower productivity.

In reality, many professionals who fast continue to perform effectively throughout Ramadan. Workplace productivity during this period depends less on fasting itself and more on how work is structured, prioritised, and managed.

According to workforce wellbeing insights from Reeracoen’s Singapore Employee Sentiment Study 2026, employees consistently value trust-based management, flexibility, and realistic expectations. These factors often have a greater impact on performance than fixed schedules alone.

With small, practical adjustments, teams can maintain productivity while supporting employee wellbeing.

What Working While Fasting Actually Involves

Fasting during Ramadan typically includes:

• No food or drink from dawn to sunset
• Adjusted sleep schedules due to early meals and evening prayers
• Energy levels that may fluctuate at different times of the day

This does not mean individuals are unwell, disengaged, or less committed. It simply means routines differ temporarily.

Awareness helps colleagues avoid assumptions and enables smoother collaboration.

How Employers Can Support Employees During Ramadan

Allowing Flexible Scheduling Where Possible

Flexibility makes a meaningful difference.

Supportive practices may include:

• Allowing earlier start and end times where operationally feasible
• Scheduling demanding tasks earlier in the day
• Being mindful of late-day meetings

These adjustments often require minimal disruption while supporting sustained performance.

Being Thoughtful About Meetings and Workload

Energy levels for fasting employees often peak earlier in the day.

Managers can help by:

• Avoiding unnecessary late-afternoon meetings
• Allowing focused work time for priority tasks
• Setting realistic deadlines and expectations

Clear prioritisation benefits the entire team.

Creating a Culture of Understanding, Not Assumptions

Support does not require singling people out.

A respectful workplace approach includes:

• Normalising open, professional conversations about needs
• Avoiding pressure to explain or justify fasting
• Treating Ramadan as a normal aspect of workplace diversity

Inclusion works best when it is quiet, consistent, and embedded into everyday management practices.

How Colleagues Can Be More Considerate

Avoid Making Assumptions or Jokes

Comments about hunger, tiredness, or endurance can be uncomfortable, even if well intentioned.

When unsure, it is better to:

• Keep communication professional
• Follow colleagues’ lead
• Ask respectfully only when contextually appropriate

Courtesy matters more than curiosity.

Be Mindful Around Food-Centric Activities

Food remains part of daily work life, especially in Singapore.

Colleagues can be considerate by:

• Being flexible with lunch meetings
• Not drawing attention to who is or is not eating
• Keeping team celebrations inclusive

No one expects food to disappear. Awareness is what matters.

Respect Different Levels of Observance

Not all Muslims observe Ramadan in the same way.

Some may:

• Fast strictly throughout the month
• Take leave during certain periods
• Adjust workloads independently

Respecting individual choices helps maintain trust and harmony within teams.

What Fasting Professionals Often Find Helpful at Work

Many professionals who fast manage work effectively by:

• Prioritising key tasks
• Managing energy, not just time
• Communicating clearly about capacity
• Taking short breaks when needed

Supportive environments make these strategies easier to apply and sustain.

What Workplace Data Tells Us About Wellbeing

Insights from Reeracoen’s Singapore Employee Sentiment Study 2026 show that employees increasingly value workplaces that recognise personal wellbeing alongside performance expectations.

Periods like Ramadan highlight the importance of:

• Flexible management styles
• Trust-based performance evaluation
• Respect for individual needs

These practices strengthen workplace culture well beyond any single season.

A Practical Ramadan Mindset for Workplaces in 2026

Supporting colleagues during Ramadan does not require complex policies.

It starts with:

• Awareness
• Respect
• Flexibility
• Clear communication

When these principles are applied consistently, they contribute to healthier, more inclusive workplaces year-round.

 

Frequently Asked Questions (FAQ)

Should employers formally adjust policies during Ramadan?

 Not necessarily. Small, practical adjustments and open communication are often sufficient.

Is it appropriate to ask colleagues about fasting?

 Only if the context is respectful and relevant. It is always appropriate to follow their lead.

Can fasting employees request flexibility?

 Yes. Professional conversations about capacity and scheduling are appropriate.

Does supporting Ramadan impact team performance?

 Supportive practices often improve morale, trust, and long-term productivity.

 

Creating Inclusive Workplaces in 2026?

Inclusive workplaces are built through everyday actions, not one-off initiatives.

👉 For professionals: Register your profile with Reeracoen to explore roles in organisations that value wellbeing, inclusion, and sustainable performance.

👉 For employers: Speak with Reeracoen to design inclusive, high-performing teams that respect diverse needs across Singapore’s workforce.

 

🔗 Related Articles (Singapore)
Calm Work: Preventing Burnout Without Quitting Your Job
CNY Dos and Don’ts 2026: Traditions, Taboos, and Common Workplace Mistakes
Valentine’s Day at Work 2026: What’s Appropriate and What’s Risky and What HR Expects

📚 References
Reeracoen Singapore Employee Sentiment Study 2026: Beyond the Paycheque
Ministry of Manpower (MOM), Singapore: Workplace Guidelines
Reeracoen × Rakuten Insight APAC Workforce Whitepaper 2025

 

✅ Final Author Credit
By Valerie Ong, Regional Marketing Manager
Published by Reeracoen Singapore, a leading recruitment agency in APAC.

 

 

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