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.
| Metric | Decision Timeliness |
|---|---|
| Target | ≥90% |
| Frequency | Annual |
| Method | % decisions issued within 20 working days |
| Unit | Percentage |
Level 1: Initial/Ad-hoc
Ad-hoc approach. Hajj/Umrah leave requests are handled on a case-by-case, discretionary basis. There is no formal policy, leading to potential inconsistency and inequity.
Level 2: Developing
Informal policy. Basic, unwritten guidelines for Hajj leave exist, often limited to granting unpaid leave. The process is not formally communicated or standardized.
Level 3: Established
Formalized policy. A documented and communicated policy for obligatory Hajj is established. It defines eligibility, the application process, and leave provisions (e.g., paid/unpaid) and is applied consistently.
Level 4: Advanced
Managed and comprehensive. The policy covers both Hajj and Umrah with defined leave blends (e.g., salary advance, partial paid special leave). It is integrated with workforce planning to ensure operational continuity, and refusals are objectively justified.
Level 5: Optimizing
Iḥsān-led and proactive. The organization offers a defined package (e.g., paid days, interest-free loan, pre-Hajj briefing) with published eligibility. The Board reviews annual uptake and equity data. The system is optimized for fairness, operational harmony, and spiritual support.
Organisation Types
By Organisation Size
| Size | Applicability | Notes |
|---|---|---|
| Micro | exempt | Volunteer-run with no formal staff; employment leave policies are not applicable. |
| Small | partial | Can be managed via informal agreements or standard leave requests for the few staff members rather than a dedicated formal policy. |
| Medium | full | Fully applicable to ensure consistent and fair leave management for the staff team. |
| Large | full | Fully applicable. |
| Major | full | Fully applicable. |
Applicable When
- The organization employs Muslim staff
- The organization operates in a context where Hajj/Umrah are relevant considerations for its staff
Not Applicable When
- The organization has no employees
- The organization has no Muslim employees
Related Criteria
Discussion (1)
📋 **Version updated: 1.0.0 → 2.9.7** **Changes:** Updated islamic_references from mizan-297.json
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