Summary
Ramadan, the holiest month in the Islamic calendar, presents unique challenges for Muslim students and staff in higher education. Fasting from dawn to sunset, altered sleep patterns, and increased religious commitments can affect energy levels, concentration, and daily routines. Dr Shames Maskeen’s updated 2026 guide, “Fasting, Faith and Flexibility,” provides practical recommendations for universities to create inclusive environments that support Muslim community members during this sacred time .
The guide emphasizes that most Muslims do not require major adjustments; small, thoughtful changes can make significant differences. Simple actions like acknowledging Ramadan in communications, offering flexible scheduling, and providing appropriate facilities demonstrate institutional commitment to inclusion . The updated 2026 edition includes a new Common Pitfalls and How to Respond section, an updated Day in the Life example, a Ramadan Lunar Cycle for forward planning, and a Ramadan Readiness Audit for self-evaluation .
For students, recommendations include raising awareness before Ramadan, providing dates in prayer rooms, offering assessment flexibility, and ensuring access to food facilities during Suhoor and Iftar. Academic staff should consider lecture recordings, avoid scheduling major deadlines during Ramadan, and allow prayer breaks without penalty . For staff, flexible working arrangements, considerate meeting scheduling, and support for Eid leave requests are essential. The guide also highlights that Muslim women are 40% less comfortable than men at asking for support during Ramadan, emphasizing the need for proactive institutional action .
Eid al-Fitr marks the end of Ramadan, and universities should recognize this celebration by allowing absence for students and staff, organizing inclusive events, and sending messages of recognition. The Ramadan Readiness Audit helps institutions self-evaluate across awareness, teaching, staff support, and policy domains .
This guide serves as an accessible resource for non-Muslim staff who want to support colleagues and students but may lack knowledge or feel hesitant about causing offence. By implementing these recommendations, universities can foster a culture of respect, belonging, and equity that benefits all community members.
Key Recommendations at a Glance
| Area | Recommendations |
|---|---|
| Awareness | Publish announcements, share Ramadan timetables, run awareness campaigns |
| Students | Flexible assessment deadlines, prayer breaks, recorded lectures, extended facility hours |
| Staff | Flexible working hours, remote work options, avoid food-centric meetings |
| Facilities | Halal food options, accessible prayer spaces, extended library hours |
| Eid | Authorised absences, recognition messages, inclusive celebrations |
Introduction
Ramadan is the ninth month of the Islamic calendar and holds profound spiritual significance for approximately two billion Muslims worldwide. During this month, Muslims fast from dawn to sunset, abstaining from food, drink, and other physical needs as an act of worship and self-discipline . The fast is one of the Five Pillars of Islam, alongside faith declaration, prayer, charity, and pilgrimage.
For Muslim students and staff in higher education, Ramadan presents unique challenges. The physical demands of fasting, combined with academic or professional responsibilities, can affect energy levels, concentration, and daily routines. Those who are away from family and familiar traditions may also experience isolation during this community-focused month.
Dr Shames Maskeen’s comprehensive guide, now updated for 2026, addresses the “institutional nervousness” that non-Muslim staff often feel when discussing religious needs . The resource is designed to demystify Ramadan, share best practices, and equip staff with the confidence to be meaningfully inclusive.
Understanding Common Misconceptions
Many well-intentioned colleagues hold misunderstandings about Ramadan. Addressing these misconceptions is the first step toward creating an inclusive environment.
Common Pitfalls and How to Respond
Dr Maskeen’s guide includes a valuable Common Pitfalls section to help staff navigate potentially awkward situations .
Offering food or drink: Accidentally offering food to someone who is fasting is common. Simply acknowledge briefly and move on, allowing the person to decline without explanation.
Assuming Ramadan is a time of suffering: Comments like “That must be really hard” can unintentionally frame Ramadan as a burden. For many Muslims, Ramadan is something they look forward to each year.
Eating in front of fasting Muslims: Most Muslims do not mind others eating around them during Ramadan and do not expect non-Muslims to change their routines.
Trying to ‘save’ Muslims: Avoid making assumptions about what Muslims need. Rather than deciding for them, ask and offer choice. Muslims are not a homogeneous group; experiences vary widely.
Asking whether someone is fasting: This can make individuals feel awkward, especially if they are not fasting for personal or health reasons.
Expecting Muslims to educate others: While many are happy to share their experiences, it is helpful to use existing resources and approach conversations with respectful curiosity rather than expectation.
Recommendations for Supporting Students
Raising Awareness
Universities should publish announcements about Ramadan on intranet pages and include information in lectures and digital displays . Academic staff should receive prayer timetables and guidance. Institutions can run awareness campaigns, organise training sessions, and invite Muslim scholars to discuss Ramadan practices. Importantly, universities should recognise that not all Muslim students will be fasting due to personal or health-related reasons.
Inclusive Events and Wellbeing
Providing dates (fruit) at open days, university events, and prayer rooms at Iftar time demonstrates thoughtful inclusion . Organising alternative activities during lunch breaks and avoiding major food-centric events during Ramadan helps fasting students participate fully. Universities can also offer wellness initiatives and collaborate with Islamic Societies to support student-led events.
Access to Food and Facilities
Cafeterias should remain open later for Iftar and early enough for Suhoor where possible . Students living on campus need access to facilities for preparing meals. Subsidised or free halal meals can address cost-of-living concerns. Extended access to libraries, study spaces, and prayer rooms supports students who prefer to study or pray in the evenings.
Learning, Teaching and Assessment
Scheduling exams with fasting in mind or offering reasonable adjustments is crucial . Muslim students should have the option to take afternoon exams in the morning. Flexible assessment deadlines and automatic extensions for religious observance reduce the burden on students to request accommodations . Staff should announce that students can step out for prayer without penalty and consider providing lecture recordings for those experiencing fatigue.
Recommendations for Supporting Staff
Flexible Working Arrangements
Offering flexible start and finish times accommodates altered sleep patterns and daily routines . Remote work options and adjusted break times help staff manage fasting and energy levels. Temporary workload adjustments may be needed, particularly for physically demanding roles.
Considerate Meetings and Events
Avoid scheduling long or intensive meetings during late afternoon when energy levels dip . Ensure meetings are not scheduled during prayer times, which vary daily. Recorded sessions or flexible deadlines support those who may need adjustments. Staff should be able to step away briefly for prayers without question.
Wellbeing and Work-Life Balance
Acknowledging that fasting, altered sleep, and increased religious commitments may affect concentration is important . Encourage staff to take regular breaks and utilise annual leave if needed. Mental health and wellbeing resources should be accessible and inclusive.
Embedding Religious Equity
Raising awareness through internal communications, workshops, and team meetings fosters understanding . Establishing male and female Muslim pastoral advisors provides dedicated support. Acknowledging Eid al-Fitr as an important celebration and supporting leave requests demonstrates institutional commitment.
The guide highlights a crucial statistic: Muslim women are 40% less comfortable than men at asking for support during Ramadan, underscoring the need for proactive, rather than reactive, support .
The 6-Year Ramadan Cycle and Planning Ahead
Ramadan shifts approximately 10-11 days earlier each year due to the Islamic lunar calendar . This means institutions can plan ahead:
| Year | Expected Start Date |
|---|---|
| 2026 | 18 February |
| 2027 | 8 February |
| 2028 | 28 January |
| 2029 | 16 January |
| 2030 | 5 January (and again in December) |
Forward planning allows institutions to consider Ramadan dates when scheduling major assessments, conferences, or events.
Celebrating Eid
Eid al-Fitr, the “Festival of Breaking the Fast,” marks the end of Ramadan and is a major celebration lasting three days . Muslims attend communal prayers, give charitable donations, wear new clothes, enjoy festive meals, and visit family and friends.
For students living on campus, especially international students, Eid can feel isolating without family and familiar traditions. Universities can:
- Organise free or subsidised Eid meals on campus
- Consider two-day celebrations to accommodate differing moon sightings
- Provide traditional sweets like baklava, dates, and samosas
- Display Eid-themed decorations and ‘Eid Mubarak’ messages on digital screensÂ
Ramadan Readiness Audit
The guide includes a self-evaluation audit covering four key areas :
Awareness, Communication and Meetings
- Ramadan dates identified and shared in advance
- Intranet announcement published
- Staff provided with resources and timetables
Teaching, Learning and Assessment
- Late afternoon teaching reviewed
- Exams and deadlines considered with Ramadan in mind
- Flexibility options communicated proactively
Staff Support, Line Management and Policy
- Flexible working arrangements available
- Managers understand how to support Ramadan observance
- Ramadan and Eid explicitly stated in EDI policies
Institutional Culture
- An active Muslim student or staff network exists
- Senior leaders model inclusive practice
- Ramadan built into annual planning cycles
Conclusion
Supporting Muslim students and staff during Ramadan requires thoughtful planning and genuine commitment to inclusion. Dr Maskeen’s guide provides practical, actionable strategies that institutions can implement to create environments where Muslims feel respected, valued, and empowered to engage fully in academic and professional life .
The key message is simple: it is the little things that make the big difference. Acknowledging Ramadan, offering flexibility, and engaging in respectful conversations demonstrate that universities are genuinely committed to equity and belonging.
As Professor Malcolm J. Todd notes in the foreword, institutions should ask themselves: “What can we do better to support staff and students during Ramadan?” .
Refrence: Maskeen, S. (2026). Fasting, Faith and Flexibility: Supporting Muslim students and staff during Ramadan in higher education. 10.13140/RG.2.2.15196.04488
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