Ramadan and Your Workplace Rights in Ontario for Muslim Employees

Written by Muslim Legal Support Centre

Published in News

Are you a Muslim Employee working in Ontario this Ramadan?

Check out this Guide: Ramadan and Your Workplace Rights in Ontario.

Disclaimer: this information should not be interpreted as legal advice or construed as such.

As an employee in Ontario, you do not have to choose between your job and your faith.

The Ontario Human Rights Code protects your right to observe religious practices, including fasting and praying.

The next few slides outline your rights in the workplace as a Muslim employee this Ramadan.

Duty to Accommodate

Employers have a legal "duty to accommodate" your religious practices. This means they must make reasonable adjustments to workplace rules, policies, or schedules to allow you to observe your faith.

The Limit (Undue Hardship)

This duty is not unlimited. An employer can refuse an accommodation only if they can prove it would cause "undue hardship".

Note: Undue hardship is a high standard; it is not just about inconvenience or minor costs. It usually requires proving a serious threat to health and safety or a financial cost so high it would hurt the business' viability.

Common Accommodations

Flexible Hours: Starting and ending the workday earlier or later to align with Suhoor or Iftar.

Break Adjustments: combining smaller breaks into a longer break for Maghrib prayer and Iftar, or using lunch breaks for Friday (Jummah) prayers.

Remote Work: Working from home to save energy on commuting.

Modification of Duties: Requesting to avoid heavy physical labor during fasting hours or high-intensity tasks late in the day.

Time Off for Eid: Taking a day off for Eid (employers must generally grant this, though it may be unpaid or require using vacation time).

How to Ask for Accommodation

It is best to start this conversation early.

Do it in Writing: Always have a record. Send an email or letter.

Be Specific: Clearly explain what you need (e.g., "I need a 15-minute break at sunset") and why (e.g., "to break my fast for Ramadan"). You do not need to
lecture on theology, but you must link the request to your religious practice.

Be Cooperative: The law requires a "dialogue." Your employer might propose an alternative solution. If it meets your religious needs, you should consider it.

What if My Request is Denied?

If your employer says “no”:

Ask for the reason in writing. Ask them to explain exactly why the accommodation creates "undue hardship."

Keep a record. Save all emails, notes from meetings, and text messages.

We are Here to Help!

If you are unsure about your rights, or if your employer has denied your request, the Muslim Legal Support Centre is here for you.

Call us at (416) 350 - 2914