Hajj & Umrah Support (Staff)
Assesses the organization's policy for supporting staff in fulfilling the obligatory Hajj and voluntary Umrah. A clear, just policy demonstrates Iḥsān by enabling this core tenet of faith, which positively impacts employee well-being and loyalty, ensuring operational harmony through fair planning. Balance facilitation with operational continuity under the maxim 'la darar wa la dirar'—enable Hajj without causing undue harm to service delivery, achieved through handover and coverage planning. Where operational limits apply, refusals must be based on documented service risk and demonstrated to be proportionate (least-restrictive option), reflecting both 'la darar wa la dirar' and Equality Act objective justification.
- Is there a formal, documented policy for supporting employees who wish to perform Hajj and Umrah that defines eligibility and leave types?
- How is the policy communicated to all employees to ensure awareness and accessibility?
- What transparent prioritisation mechanism is used for overlapping requests, and how does the appeal route connect to the grievance procedure?
- What minimum handover standards and sign-offs are required, and how are critical roles risk-assessed for continuity?
- What objective criteria are used when requests are refused, and how is 'legitimate aim/proportionate means' documented?
- Does the organization offer support beyond leave, such as financial assistance (e.g., interest-free loans) or educational resources, and are tax implications managed?
- What training do managers receive on religion/belief accommodation and avoiding bias?
- How does the organization gather feedback on the policy and use it for continuous improvement to better meet employee needs?
- Official Hajj & Umrah Support Policy document (including definitions and eligibility).
- Screenshots from the employee handbook, intranet, or internal communications showing the policy's dissemination.
- Anonymized application forms and approval workflow records (names/identifiers removed) showing decision reasons.
- Retention schedule and privacy notice excerpt covering religious leave requests.
- Completed handover plans with risk ratings and line manager sign-offs.
- Annual anonymized report to the Board/HR Committee on policy usage and equity.
- Documentation of any financial support programs (e.g., loan agreements) or pre-travel guidance provided.
| Level | Rating | Description |
|---|---|---|
| 5 | 5/5 | Comprehensive and supportive policy for both Hajj and Umrah, well-communicated, implemented fairly, and proactively monitored for equity. |
| 4 | 4/5 | A clear and fair policy for Hajj leave is in place, implemented with defined leave blends and continuity planning. |
| 3 | 3/5 | Hajj leave is granted but on an ad-hoc basis without a formal policy or clear eligibility criteria. |
| 2 | 2/5 | Policy is unclear or applied inconsistently, causing difficulty for staff or operations. |
| 1 | 1/5 | No policy or support for Hajj leave. |
Related Criteria
Discussion (1)
📋 **Version updated: 1.0.0 → 2.9.7** **Changes:** Updated islamic_references from mizan-297.json
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