Rank: Forum user 
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Good afternoon all.
I am looking for some advice please and experiences from you lovely people about accommodating changes within the workplace for religious festivals. HR politics aside (I have a department here for that) how far do you go to accommodate which is responsibly practicticable?
We are a small/medium sized organisation we don't work nights, we have several shifts working throughout the week. The areas which they work in are over 28c and humidity between 60/70%. Our own policy dictates breaks and drinking is an absolute must in theses areas. We are not in a position to accommodate the person moving to another department due to annual leave and skills available within the organisation.
I have reverted to the risk assessments for the department and carried out a specific one for the individual, we have accommodated where we are able to; like additional breaks, slightly earlier start times and separate rest areas so they are not near persons who are eating but the top and bottom of it is that we can not accommodate a total move and or shift change for their basic tasks.
Has anyone else come across this situation recently? I am looking for experiences not criticisms of our organisation.
Thank you in advance.
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Rank: Super forum user
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I have had a couple of the same issues and in your circumstances you are doing the best you could possibly do...there isn't much more you can sensibly do....maybe making your first aiders aware and perhaps providing them with a little more additional training on recognising the symptoms/ taking blood sugars..
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Rank: Super forum user
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Rank: Super forum user
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Silverfee
Your question how far do you go to accommodate which is responsibly practicticable? may be stating the problem in a way that is insoluble, without any direct input from the individual(s) concerned especially when you explicitly exclude what you classify as 'HR politics'.
As the case of British Airways where an employee insisted on pressing her wish to wear a religious emblem to the stage of litigation at EU level, many issues of this kind - in my experience - are resolved through skilful diplomacy and crafting bespoke solutions.
Requires adroitness on the part of both HR and Safety Leaders
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Rank: Super forum user
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If the issue is fasting during Ramadan then there are exceptions which which allow for at least drinking water during the fast but there is no clear definitive answer to when this exception applies. Different religious authorities apply the rules differently.
I assume you have talked to the staff concerned and explained to them the issues with working under the conditions you described?
They might be able to come to mutually acceptable solution.
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Rank: Guest
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As organised religion may be considered a business I cannot see how it should be allowed to conflict with another work sector.
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Rank: Super forum user
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BJC wrote:As organised religion may be considered a business I cannot see how it should be allowed to conflict with another work sector.
BJC
This has nothing to do with H&S being in conflict with people’s religious beliefs and all to do with asking what is the best way to manage people in such a way that they are safe but to do so without so alienating them they push back. It is very easy to wield the big stick but that is only a short term solution. They real solution is to get people on your side as described in posting #4
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Rank: Super forum user 
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I remember staying in a small locally run place in the Gambia. It was December so dry and fairly cool (for Gambia, 30 degrees in the day), but nonetheless the guy who drove the landrover did drink even though he was fasting, as he was able to take advantge of just the latitude that AK talks about; Ramadan isn't supposed to kill you, after all.
Most of the rest of the people who worked there (and the owner) were technically Catholic, being Jolla people, though their outlook on life was definitely more Rasta than anything else,
John
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Rank: Forum user
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For once I agree with BJC - no religion has a place in the working environment.
No objections to anybody be religious - but do it in your own time - then no H&S issues to manage.
If you need to take part during work hours, take the time off as holiday.
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