Eid al-Adha: workplace accommodations for ERGs services for ERGs.

Eid al-Adha — the Festival of Sacrifice — is one of the two major holidays in the Islamic calendar, following Hajj (the pilgrimage to Mecca). For the world's roughly 1.9 billion Muslims (Pew Research Center), it is on par with Christmas in religious significance: 3„4 days of celebration, family gatherings, charitable giving, and a sacrificial meal. For Muslim employees, the practical question at work is simple — can they observe it without burning PTO or apologizing.

The clean answer is a floating-holiday policy. SHRM has tracked steady growth in floating holidays as the share of US-headquartered companies with global or interfaith workforces has grown, and Muslim ERGs across major employers have been making the same ask for over a decade. Christian employees don't spend PTO on Christmas; building a benefits structure that treats Eid the same way is the bare minimum, and it's something ERG leaders can advocate for with HR well before June each year.

On top of the policy, a brief Eid greeting from leadership and an optional ERG-led gathering go a long way. The greeting matters more than the gathering — a two-sentence acknowledgment from the CEO that distinguishes Eid al-Adha from Eid al-Fitr (the smaller Eid that follows Ramadan) signals that the company actually knows its Muslim employees, rather than treating both Eids as interchangeable.