A Guide for Companies Celebrating Hari Raya in Singapore

ManagementApril 01, 2024 09:00

As we celebrate the festive occasion of Hari Raya Aidilfitri, it's essential for Singaporean companies to foster an inclusive and supportive environment for their Muslim employees. Hari Raya is a time of joy, forgiveness, and strengthening bonds among family and friends. Here's how companies can celebrate Hari Raya while respecting cultural traditions and promoting inclusivity, along with some top dos and don'ts:


Top Dos:

1. Flexible Work Arrangements: Just as flexibility is offered during Ramadan, companies can continue to provide flexible work arrangements during Hari Raya. This may include allowing Muslim employees to vary their start and end times to accommodate family gatherings and prayer schedules. Understanding and accommodating their needs demonstrates respect for their cultural celebrations.

2. Early Departure: Consider allowing Muslim employees to leave work early on the eve of Hari Raya Puasa. This gesture acknowledges the significance of the occasion and allows employees ample time to prepare for celebrations with their families. Offering this benefit can boost morale and show appreciation for their dedication throughout the year.

3. Cultural Celebrations: Encourage employees to celebrate Hari Raya together by organising cultural events or activities. This could include dressing in traditional Malay costumes, decorating the office with festive decorations, or hosting a lunch get-together where everyone can enjoy traditional Malay cuisine. Celebrating diversity fosters a sense of belonging and unity among employees.

4. Respectful Greetings: Teach employees the appropriate greetings for Hari Raya, such as "Selamat Hari Raya" and "maaf zahir dan batin" (forgive me for all my wrongdoings). Encourage everyone to exchange greetings respectfully, regardless of their religious background, to promote understanding and inclusivity in the workplace.

5. Embrace Traditions: Embrace Hari Raya traditions by sharing traditional treats and snacks with employees. Consider providing ketupat, rendang, kueh, and other delicacies for everyone to enjoy. Embracing these cultural traditions allows employees to learn more about each other's backgrounds and fosters a sense of community within the workplace.


Top Don'ts:

1. Assuming Everyone Celebrates: Avoid assuming that all employees celebrate Hari Raya or observe Ramadan. Respect individual differences and religious beliefs by offering inclusive policies and benefits without making assumptions about employees' religious affiliations.

2. Ignoring Requests for Flexibility: If Muslim employees request flexible work arrangements or time off to celebrate Hari Raya, avoid dismissing their requests or making them feel guilty for asking. Respect their cultural practices and be open to accommodating their needs to ensure they can fully participate in the festivities.

3. Insensitive Remarks: Be mindful of making insensitive remarks or jokes about Ramadan or Hari Raya. Comments that trivialise or mock religious observances can create tension and discomfort in the workplace. Encourage respectful communication and sensitivity towards diverse cultural practices.

4. Excluding Non-Muslim Employees: While Hari Raya is a Muslim holiday, companies should strive to include all employees in celebrations and activities. Avoid creating an environment where non-Muslim employees feel excluded or left out. Emphasise the importance of diversity and inclusivity in company culture.

5. Forgetting the Spirit of Forgiveness: Hari Raya is a time for forgiveness and reconciliation. Encourage employees to reflect on their actions and seek forgiveness from colleagues if needed. Foster a culture of understanding and compassion, where forgiveness and reconciliation are valued and practised by all.


By following these dos and don'ts, Singaporean companies can create a workplace environment that honours and celebrates the cultural diversity of their employees while promoting inclusivity and respect for all. Selamat Hari Raya Aidilfitri to all our Muslim colleagues and friends!


Looking to Hire?

Please fill in this Inquiry Form — our Recruitment Consultants will be in touch with you soon!




The information provided in our blog articles is intended for general informational purposes only. It is not a substitute for professional advice and should not be relied upon as such. 

While we strive to provide accurate and up-to-date information, the ever-evolving nature of certain topics may result in content becoming outdated or inaccurate over time. Therefore, we recommend consulting with qualified professionals or experts in the respective fields for specific advice or guidance. Any actions taken based on the information contained in our blog articles are solely at the reader's discretion and risk. We do not assume any responsibility or liability for any loss, damage, or adverse consequences incurred as a result of such actions.

We may occasionally provide links to external websites or resources for further information or reference. These links are provided for convenience and do not imply endorsement or responsibility for the content or accuracy of these external sources. Our blog articles may also include personal opinions, views, or interpretations of the authors, which do not necessarily reflect the views of our organisation as a whole. We encourage readers to verify the accuracy and relevance of information presented in our blog articles and to seek professional advice when needed. 

Your use of this website and its content constitutes acceptance of this disclaimer.


Reference Links: