Table of Contents

• 1. What are the Ramadan 2026 Basics For A Multicultural Workplace?
• 2. How Does A Ramadan Calendar Help HR Teams?
• 3. What are Ramadan 2026 Working Hours In GCC? What’s Law and What’s Policy?
• 4. Ramadan HR Checklist for HR Teams
• 5. HR Communication Templates for Ramadan 2026
• 6. UAE (Abu Dhabi)
• 7. Saudi Arabia (Riyadh)
• 8. Qatar (Doha)
• 9. Oman (Muscat)
• 10. Kuwait (Kuwait City)
• 11. Bahrain (Manama)
• 12. Disclaimer

What are the Ramadan 2026 Basics For A Multicultural Workplace?

Ramadan is the ninth month of the Islamic (Hijri) lunar calendar. Many Muslims fast from dawn (Fajr) to sunset (Maghrib) and increase prayer, charity, and community activities. Because the Hijri calendar is lunar, Ramadan shifts earlier by about 10–11 days each Gregorian year. For workplaces, the biggest operational impact is the daily rhythm: mornings often become the best deep-work window, while late afternoons and evenings can be lower-energy in comparison.

Key Terms

1. Suhoor: The pre-dawn meal before fasting begins.
2. Iftar: Breaking the fast at sunset
3. Taraweeh: Special nightly prayers during Ramadan (often after the ‘Isha’ prayer, which is the name of the 5th of the 5 daily prayers).
4. Laylat al-Qadr: Highly significant nights in the last 10 nights of Ramadan; these are usually observed on the odd nights of the last 10 days, i.e. 21st night of Ramadan (after the 20th fast comes the 21st night; night first); 23rd, 25th, 27th, and 29th.
5. Eid al-Fitr: The festival that marks the end of Ramadan. Calendar-wise, Eid al-Fitr is the first day of the next Islamic month, Shawwal.

How Does A Ramadan Calendar Help HR Teams?

For HR teams, a Ramadan calendar is a planning layer that connects compliance, scheduling, leave management, payroll rules, and clear communication. When HR publishes a single, well-structured Ramadan plan, managers stop improvising, employees get predictable expectations, and payroll disputes drop sharply.

Think of it as an HR planning trigger. It tells you when to adjust working-hour settings, publish a clear schedule, and prepare managers for predictable changes in routines - so teams stay supported, productivity remains steady, and operations stay predictable.

• Work-hour compliance and policy clarity (especially where reduced hours apply in Ramadan).
• Shift and roster planning (coverage before/after iftar for customer operations).
• Leave surge readiness (last 10 nights + Eid week).
• Attendance and overtime rule tuning (reduced hours can unintentionally trigger overtime calculations).
• Inclusion and well-being norms (meeting windows, breaks, respectful etiquette).

HR tip: keep the calendar practical. Alongside key dates, note your revised working hours, shift coverage approach, and the week you’ll confirm Eid holidays once announced. That single page becomes the reference managers and employees trust.

What are Ramadan 2026 Working Hours In GCC? What’s Law and What’s Policy?

Ramadan work hours can be confusing because the rule source differs by country. In many cases, private-sector limits are stated in labour law (sometimes specifically for Muslim employees), while public-sector schedules may be announced via government circulars closer to Ramadan.

The HR-safe approach is to separate: (1) what is mandated by law, and (2) what your organisation chooses as a consistent policy for all employees and teams.

• UAE (private sector): typically two hours reduced per day during Ramadan (UAE Government Portal: u.ae; MoHRE guidance is commonly aligned).
• Saudi Arabia: reduced hours commonly 6 hours/day or 36 hours/week for Muslim employees (Saudi HRSD guidance).
• Qatar: six hours/day and 36 hours/week during Ramadan (Qatar Labour Law, Article 73).
• Oman: six hours/day or 30 hours/week for Muslim workers (Royal Decree 53/2023 labour law on decree.om).
• Kuwait: 36 hours/week during Ramadan (Kuwait Labour Law No. 6 of 2010, Article 64).
• Bahrain: reduced hours for Muslim workers during Ramadan (Bahrain Labour Law; commonly summarized as 6 hours/day or 36 hours/week).

Ramadan HR Checklist for HR Teams

Use this timeline to keep policy, systems, and communication aligned. The goal is simple: reduce ambiguity for employees and avoid last-minute operational surprises for managers.

Before Ramadan

This is your setup window. Lock the schedule early, update your HRMS rules, and share manager guidance so employees don’t have to negotiate expectations team by team.

• Confirm your Ramadan work schedule per site/team (daily hours, core hours, shift rosters).
• Update HRMS settings: working hours, shift templates, attendance rules, overtime policy, approvals.
• Publish leave and coverage guidance (especially for the last 10 nights and Eid week).
• Share a one-page manager guide: meeting norms, flexibility expectations, escalation points.
• Define attendance expectations clearly (grace period, shift swaps, approval steps) so employees know what to do before exceptions become payroll disputes.
• Decide meeting norms (preferred windows, shorter defaults, async updates) and publish them as guidance - not individual manager preference.
• Create a short FAQ for employees (dates window, working hours, leave rules, whom to contact).

Week one is usually an adjustment phase. Keep a close watch on attendance exceptions, meeting load, and shift handovers, and tweak rules quickly if you see repeated friction points.

During Ramadan

Week one is usually an adjustment phase. Keep a close watch on attendance exceptions, meeting load, and shift handovers, and tweak rules quickly if you see repeated friction points.

• Keep critical meetings earlier in the day where possible; default to shorter meetings.
• Monitor attendance exceptions early; correct policy gaps quickly rather than post-payroll.
• Ensure shift teams have clear handovers and fair rotation.
• Reinforce respectful scheduling norms (avoid last-minute late-day deadlines unless critical; prefer async updates).
• Watch for workload bunching: if delivery timelines stay the same but hours shorten, reprioritise rather than expecting hidden overtime.
• Check wellbeing signals in physically demanding roles (field, warehouse, driving) and ensure breaks are planned, not improvised.

Eid Week

Eid week is where disputes typically surface if calendars and cutoffs are unclear. Treat it like a planned coverage event: confirm holidays, publish on-call rosters, and re-check payroll deadlines.

• Confirm holiday dates once officially announced and update calendars immediately.
• Publish on-call / essential-coverage rosters and escalation contacts.
• Re-check payroll cutoffs and overtime approvals for the holiday period.
• Publish a clear query-handling route (who answers leave/holiday questions, and by when) to reduce manager inbox overload.
• Confirm who approves last-minute shift swaps or critical overtime during the holiday window.

HR Communication Templates for Ramadan 2026

Use these templates as a starting point. They’re written in a polite, HR-appropriate tone and designed to reduce back-and-forth questions. Customize only the bracketed fields (for example: working hours, rosters, contacts) and keep the rest consistent so employees receive one clear message.

Ramadan 2026 Template 1: Employee Announcement (Ramadan Schedule)

Subject: Ramadan Work Schedule And Workplace Guidelines

Hello everyone,

Ramadan is expected to begin around 18–19 February 2026 and conclude with Eid al-Fitr on 19-20 March 2026 (dates are subject to official confirmation).

To support teams through the month while maintaining smooth operations, please note the following:

1) Working Hours (Effective From The First Day Of Ramadan)

• Standard working hours: [Insert daily work timings]
• Core collaboration window (for meetings/approvals): [Insert time window]
• Shift teams / customer operations: [Insert roster summary + where rosters are published]

2) Attendance And Time Tracking

• Grace period (if applicable): [Insert minutes]
• Shift swaps / late starts: [Insert how to request + who approves]
• Overtime: [Insert approval route + any caps]

3) Leave Planning (Including Eid Week)

• Leave request cutoff (recommended): [Insert date]
• Minimum coverage expectations (where applicable): [Insert guidance]
• Escalations / urgent support contact: [Insert HR/ops contact]

Workplace guidelines:

• Please schedule important meetings earlier in the day where possible.
• Be mindful of colleagues who may be fasting; avoid last-minute late-day requests unless urgent.
• Managers will support reasonable flexibility based on role and operational needs.

If you have questions, please reach out to [HR contact / helpdesk].

Wishing you a peaceful and meaningful Ramadan.

Ramadan 2026 Template 2: Manager Note (Scheduling And Inclusion)

Subject: Manager Guidance For Ramadan Scheduling

Hi Managers,

Thank you for supporting your teams through Ramadan. Your role is to keep expectations clear, workloads realistic, and scheduling respectful.

1) Scheduling And Meetings

• Prefer morning or early afternoon for important reviews.
• Keep meetings shorter by default; reduce non-essential recurring meetings.
• Use async updates (written decisions, recorded demos) wherever possible.

2) Coverage And Rosters

• Confirm coverage for customer/ops windows and publish rosters early.
• Ensure fair rotation for shift teams and clear handovers.

3) Attendance And Flexibility

• Apply the published grace/shift-swap process consistently.
• If exceptions repeat (late arrivals, overtime flags), escalate to HR early so we can adjust rules - don’t resolve it informally team-by-team.

4) Inclusion And Etiquette

• Avoid food-centric team activities during fasting hours.
• Don’t assume who is fasting or how they observe; offer flexibility without putting anyone on the spot.

Your team schedule: [Insert schedule link/summary]
Escalation support: [Insert HR contact + operations contact]

Thank you.

Ramadan 2026 Template 3: Eid Planning Note (Leave And Coverage)

Subject: Eid Al-Fitr Planning And Leave Guidance

Hello everyone,

Eid al-Fitr is expected around 19–20 March 2026 (subject to official confirmation). We will share the final holiday dates as soon as they are announced by the relevant authorities.

To help you plan:

1) Leave Requests

• Recommended leave request cutoff: [Insert date]
• Approval process: [Insert approver / workflow]
• For roles requiring minimum coverage: [Insert guidance]

2) Coverage And On-Call (Where Applicable)

• Essential coverage teams: [Insert list or function names]
• On-call roster publication date: [Insert date]
• Escalation contact during holidays: [Insert contact]

3) Payroll / Attendance Cutoffs

• Payroll/attendance cutoff: [Insert date/time]
• Overtime approvals (if applicable): [Insert route]

Thank you for planning ahead, and wishing you and your families an Eid Mubarak in advance.

Ramadan 2026 Calendar And Timetables for all 6 GCC Countries

Each country section includes: (1) an HR calendar card (dates + public/private notes) and (2) two 30-day timetables for the capital city. Timetables are astronomical estimates (Fajr at sun -18 degrees, sunset with standard refraction). Local official prayer timetables can differ by a few minutes.

UAE (Abu Dhabi)

Ramadan 2026 30-Day Suhoor And Iftar Timetable in UAE

(Scenario A: First Fast On Wed 18 Feb 2026)

Ramadan 2026 29-Day Suhoor And Iftar Timetable in UAE

(Scenario B: First Fast On Thu 19 Feb 2026)

Saudi Arabia (Riyadh)

Ramadan 2026 30-Day Suhoor And Iftar Timetable in Saudi Arabia

Ramadan 2026 29-Day Suhoor And Iftar Timetable in Saudi Arabia

(Scenario B: First Fast On Thu 19 Feb 2026)

Qatar (Doha)

Ramadan 2026 30-Day Suhoor And Iftar Timetable in Qatar

(Scenario A: First Fast On Wed 18 Feb 2026)

Ramadan 2026 29-Day Suhoor And Iftar Timetable in Qatar

(Scenario B: First Fast On Thu 19 Feb 2026)

Oman (Muscat)

Ramadan 2026 30-Day Suhoor And Iftar Timetable in Oman

(Scenario A: First Fast On Wed 18 Feb 2026)

Ramadan 2026 29-Day Suhoor And Iftar Timetable in Oman

(Scenario B: First Fast On Thu 19 Feb 2026)

Kuwait (Kuwait City)

Ramadan 2026 30-Day Suhoor And Iftar Timetable in Kuwait

(Scenario A: First Fast On Wed 18 Feb 2026)

Ramadan 2026 29-Day Suhoor And Iftar Timetable in Kuwait

(Scenario B: First Fast On Thu 19 Feb 2026)

Bahrain (Manama)

Ramadan 2026 30-Day Suhoor And Iftar Timetable in Bahrain

(Scenario A: First Fast On Wed 18 Feb 2026)

Ramadan 2026 29-Day Suhoor And Iftar Timetable in Bahrain

(Scenario B: First Fast On Thu 19 Feb 2026)

Thinking Beyond Ramadan 2026: 365-Day Simplified, Compliant HR

Periods like Ramadan often highlight how interconnected - or disconnected - your HR processes really are. Manual work and fragmented tools can push HR teams into administrative effort, limiting the time available for strategic work.

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Ramadan 2026 and Eid-Al-Fitr 2026 FAQs

1. When is Ramadan 2026 expected to start in the GCC?

Ramadan is expected to begin after the new moon is officially confirmed, most likely with the month starting at sunset on Tuesday, 17 February 2026, and the first fasting day on Wednesday, 18 February 2026. In some GCC countries, it may shift by a day if official confirmation differs.

3. Does Ramadan “start in the evening” or the next morning?

In the Islamic calendar, the new month begins at sunset (once confirmed). Fasting, however, begins the next morning at Fajr. So you’ll often hear “Ramadan starts tonight,” while the first fast is the next day.

4. When is Eid al-Fitr 2026 expected in the GCC?

Eid al-Fitr is expected around Thursday, 19 March 2026 or Friday, 20 March 2026. Final dates depend on official confirmation basis moon sighting. In the UAE (including Dubai), Eid al-Fitr 2026 is expected on Thu 19 March (if Ramadan is 29 days) or Fri 20 March (if 30 days), basis moon sighting as confirmed by dedicated committees.

5. Is Ramadan usually 29 or 30 days?Either is possible. Ramadan can be 29 or 30 days, and the length is determined at the end of the month based on confirmation of the next month’s moon (Shawwal).
6. Do Ramadan working hours apply to the private sector or public sector?

Both can be impacted, but they’re often handled differently. Private-sector reductions are commonly anchored in labour law provisions, while public-sector timings are frequently issued via government circulars closer to Ramadan and can vary by year.

6. Are Ramadan working hours reduced for everyone?

Not always. In some GCC jurisdictions, reduced hours are explicitly linked to Muslim employees, while many employers choose to apply reduced hours more broadly as an internal policy for simplicity and consistency. If you do this, it helps to label it clearly as “company policy.”

7. How many hours do employees work during Ramadan in GCC?

It varies by country and sector. Many GCC locations operate with a reduced daily/weekly maximum during Ramadan, but the practical HR need is to publish a clear daily schedule (start/end times and coverage windows), not just weekly totals.

9. What should HR change in the HRMS/attendance settings during Ramadan?

HR teams typically keep the “why” simple: Ramadan schedules change, so HRMS rules must change with them to avoid payroll disputes.

• Working hour templates and daily schedules (by site/shift)
• Overtime triggers and approval rules
• Late/early mark and grace-period settings
• Half-day thresholds and break rules
  

9. How should HR manage shift teams and 24×7 operations during Ramadan?

Shift roles need clarity more than flexibility. A written roster and coverage logic reduces last-minute stress on employees and managers.

• Use staggered or rotational reduced shifts with defined handover overlap
• Publish rosters early and name escalation contacts for swaps
• Define “on-call” clearly (hours, scope, compensation/comp-off)
• Ensure coverage planning doesn’t translate into informal pressure on individuals

10. What’s the best way to announce Ramadan changes to employees and managers?

The best announcements are short, practical, and answer “what changes for me?” in one read. Include:

Expected Ramadan/Eid date window (and when you’ll confirm final dates)

• The exact schedule employees should follow (daily timings, by location/shift)
• Attendance, overtime, and swap approval rules
• Leave/Eid planning rules and cutoff dates
• A single HR contact route for exceptions

11. When should HR expect the highest leave demand?

Typically during the last 10 days for some employees and especially during Eid week. Treat Eid like a capacity event: set cutoffs, minimum staffing rules for critical roles, and backup approvers early.

12. Can HR publish one suhoor/iftar time for the whole country?

Not accurately. Suhoor and iftar timings vary by city and day, often by a few minutes even between nearby locations. HR can share a capital-city reference for planning, but should encourage employees to follow their local official prayer timetable for exact times.

13. Why do iftar times differ by a few minutes between apps and calendars?

Different sources use slightly different prayer-time calculation conventions (e.g., how dawn is calculated, rounding rules, or local authority settings). HR should treat published tables as indicative and guide employees to local official timetables for precision.

14. What’s the difference between Suhoor time and Fajr time?

Many calendars list Fajr (dawn prayer). Some also list Imsak, which is a few minutes before Fajr and is used by some people as a personal buffer. For a simple workplace reference, “Suhoor ends at Fajr” is clear and widely understood.

15. How should managers schedule meetings during Ramadan?

Managers don’t need a complicated rulebook - just predictable scheduling and fewer late-day surprises for their teams.

• Prefer morning/early afternoon for critical decisions
• Keep meetings shorter by default (25/50 minutes)
• Reduce non-essential recurring meetings
• Avoid last-minute end-of-day requests unless urgent

16. Should we avoid eating or drinking in front of fasting colleagues?

There’s no single rule, but courtesy helps. Be respectful in shared spaces, avoid making food the centrepiece of team activity during fasting hours, and don’t comment on who is or isn’t fasting.

17. How can HR support non-Muslim colleagues during Ramadan too?

By making norms clear for everyone: updated schedules, meeting etiquette, clear leave rules, and predictable coverage planning. This reduces uncertainty and prevents people from feeling they must guess what is appropriate.

18. How should HR department manage Eid leaves fairly?

Fairness comes from transparency and consistency. Publish a simple model: leave cutoffs, minimum staffing for critical roles, rotation rules for essential coverage, and backup approvers so requests don’t get stuck.

19. Are Eid holidays the same length across GCC?

    Not always. Eid holiday length can vary by country and sometimes by sector (public vs private). HR should publish a placeholder plan early and confirm final dates once officially announced.
    

20. Why is it called Eid al-Fitr? What does it mean?

Eid al-Fitr literally means “the Festival of Breaking the Fast.” It marks the end of Ramadan and celebrates completing a month of fasting and reflection. Many Muslims also give Zakat al-Fitr (a charity given before Eid prayer) so more people can participate in the celebration. A related term is Eid al-Adha, which means “the Festival of Sacrifice.” Eid al-Adha occurs later in the Islamic year during the Hajj season and commemorates Prophet Ibrahim’s devotion; it is associated with acts of sacrifice and charity.

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Disclaimer

This guide is for general HR planning and employee communications. It is not a legal document and does not constitute legal advice. Labour rules can vary by country, sector (public vs private), role type (shift/continuous operations), and official circulars issued closer to Ramadan. Always validate your final policy and working-hour changes with official government communications and your local HR/legal advisor.