Ramadan 2026: Your Workplace Rights as a Muslim Employee in New York
by Zachary A. WestenhoeferRamadan is expected to begin around February 18, 2026, and continue through approximately March 19, depending on the lunar calendar. For many Muslims, this month involves fasting from dawn to sunset, additional prayer, and time for spiritual reflection.
If you are working during Ramadan, you do not leave your legal protections at the office door.
Under federal law, specifically Title VII of the Civil Rights Act of 1964, employers with 15 or more employees must provide a reasonable accommodation for sincerely held religious beliefs and practices unless doing so would create an "undue hardship" on the business. In New York, the protections are even stronger under the New York State Human Rights Law and the New York City Human Rights Law, both of which require employers to accommodate religious observance unless the accommodation would cause significant difficulty or expense.
This topic often overlaps with broader workplace discrimination issues, because a refusal to accommodate, unequal treatment, or hostile comments can cross the line into unlawful discrimination.
What does that mean in practical terms?
It means your employer cannot simply dismiss a request connected to Ramadan. If fasting affects your energy levels, you may request adjustments to your schedule. If you need brief prayer breaks, you may request time and a private space. If you need time off to observe Eid al-Fitr at the end of Ramadan, that request must be evaluated seriously. The law requires what is often called an "interactive process," meaning your employer must engage with you in good faith to find a workable solution.
Reasonable accommodations during Ramadan often include flexible start and end times, remote work where feasible, modified break schedules, temporary shift changes, or use of accrued paid time off for religious holidays. Not every request must be granted exactly as proposed, but it must be considered. An employer cannot deny a request simply because it is inconvenient or unfamiliar.
Equally important, the law prohibits retaliation. You cannot be disciplined, demoted, harassed, or treated differently because you asked for a religious accommodation. If your employer punishes you for speaking up, that may overlap with New York retaliation and whistleblower protections.
You also cannot be mocked, pressured to eat during fasting hours, or subjected to hostility because of your religious practice. Religious discrimination does not have to be dramatic to be unlawful. Repeated comments, exclusion from opportunities, or negative performance evaluations tied to your observance may raise legal concerns.
Muslim employees are not required to justify their faith or prove theological doctrine. The question is whether your belief is sincerely held, not whether it aligns with someone else's interpretation.
If you believe your employer has denied a reasonable accommodation, ignored your request, or retaliated against you for observing Ramadan, you may have a claim under federal, state, or city law. Deadlines for filing administrative complaints can be short, so waiting too long can limit your options.
Ramadan is a time for reflection and discipline. It should not become a source of workplace anxiety. If you want a broader overview of employee-side employment issues I handle, you can start here: Employment Law.
If you would like to discuss your situation confidentially, you may contact The Law Office of Zachary A. Westenhoefer to schedule a consultation: Contact.
Frequently Asked Questions About Ramadan and Workplace Rights in New York
Do I have to use the words "religious accommodation" when I ask for help during Ramadan?
No. You do not need legal terminology. What matters is that you communicate the work-related change you need and that it is connected to a sincerely held religious practice. A simple written request explaining the schedule adjustment, break timing, or time off you are seeking is usually enough to start the conversation.
Can my employer deny my request just because it is inconvenient?
Not automatically. Employers can deny requests that create an undue hardship, but "inconvenient" is not the legal test. In New York, employers generally need a stronger, fact-based reason to deny an accommodation than they might in other contexts. Many accommodations, like shift adjustments or modified break timing, can be handled with minimal disruption.
What if my manager starts treating me differently after I ask for an accommodation?
That may be retaliation, which is unlawful. Retaliation can include discipline, reduced hours, unfavorable assignments, threats, or a sudden change in how you are evaluated. If that happens, document the timeline and what changed, and consider getting legal advice early.
Do I have to tell my employer the details of my faith, or provide "proof"?
Usually, no. Employers can ask reasonable follow-up questions to understand the request and how it affects work, but they should not demand that you justify theology. The key question is sincerity, and most requests can be evaluated without intrusive questioning.