Yom Kippur: A Time for Reflection, Renewal, and Respect in the Workplace

Yom Kippur—known as the Day of Atonement—is one of the most sacred days in the Jewish calendar. In 2025, it begins at sundown on Sunday, October 5, and ends at nightfall on Monday, October 6. For many Jewish people, this 25-hour period is dedicated to fasting, prayer, and deep reflection. It’s a solemn and profoundly meaningful holiday, centered on making amends, seeking forgiveness, and setting intentions for the year ahead.

The Heart of Yom Kippur

Yom Kippur follows Rosh Hashanah, the Jewish New Year, and concludes the “Ten Days of Awe,” a period of introspection and repentance. Observance often includes:

  • Fasting from food and drink for the full 25 hours (unless health conditions require otherwise)
  • Attending synagogue services that include special prayers and rituals, such as the Kol Nidre and the Neilah service
  • Reflecting and making amends—repairing relationships and focusing on spiritual renewal

The day’s message is universal: acknowledging where we’ve fallen short, taking responsibility, and making changes that better align our actions with our values.

Supporting Yom Kippur Observance in the Workplace

Even if your organization doesn’t officially close for Yom Kippur, there are respectful ways to recognize and support employees who observe:

  • Offer Flexibility – Allow time off without unnecessary hurdles. Many employees may request to leave early before sundown or take the day off entirely.
  • Be Mindful of Scheduling – Avoid scheduling key meetings, deadlines, or events during Yom Kippur.
  • Understand the Impact of Fasting – Those fasting may have lower physical energy or prefer to avoid food-centered gatherings during this period.
  • Respect the Day’s Focus – Yom Kippur is a solemn time. A simple “Have an easy fast” or “G’mar Chatima Tova” (“May you be sealed in the Book of Life”) can be a thoughtful acknowledgment.

Bringing the Spirit of Yom Kippur to Organizational Culture

While Yom Kippur is a religious observance, its themes—reflection, responsibility, and renewal—offer valuable lessons for any workplace:

  • Reflect – Regularly assess policies, practices, and team dynamics to ensure they align with your organization’s mission and values.
  • Repair – Address conflicts directly, offer timely feedback, and rebuild trust where it’s been strained.
  • Renew – Start fresh with clearer goals, stronger collaboration, and a shared commitment to improvement.

Final Thought

Acknowledging Yom Kippur in the workplace is about more than honoring a holiday—it’s about respecting the diverse traditions that shape our colleagues’ lives and finding ways to make our workplaces more inclusive.

When we give space for observance and reflection, we strengthen not just our relationships with individuals, but the health and resilience of the organization as a whole.

Ticket to Ride…or Not?

Client: I have a problem. One of my employees was hired for a role that requires travel, but now they’re refusing to do it. How do I handle this?

Consultant: That’s a tough one. Travel was part of the job description, so refusing to do it means they aren’t fulfilling their role. The first step is to understand why they’re refusing—sometimes there’s a personal or medical reason behind it, other times it’s just reluctance.

Client: So, I should just ask them why they don’t want to travel?

Consultant: Exactly. Start with curiosity, not confrontation.

You might say:
“I understand you’re hesitant about the travel requirements. Can you share what’s making this difficult? Let’s talk about it.”

This gives them space to explain whether it’s a temporary issue, like childcare, or something more permanent, like fear of flying.

Client: What if it’s a personal preference—they just don’t want to travel anymore?

Consultant: Then it’s time to be clear: this is a fundamental part of the role, and choosing not to travel isn’t optional.

You could say:
“When you accepted this position, travel was an essential function of the role. While I understand your concerns, fulfilling that requirement is part of your job expectations. If you feel unable to meet that requirement, we need to discuss what that means moving forward.”

This makes it clear that they can’t pick and choose the parts of the job they want to do.

Client: What if they say it’s a medical or family reason?

Consultant: That’s where the ADA or other accommodation processes may come into play. If it’s medical, you’re required to go through the interactive process to see if accommodations can be made. That might mean reducing travel temporarily, providing alternatives (like virtual meetings), or adjusting how travel is scheduled.

You might say:
“If this is related to a medical or family need, let’s work together to explore possible accommodations. We’ll need documentation so we can understand what adjustments may be required.”

Client: And if no accommodation applies, but they still won’t travel?

Consultant: At that point, it’s a performance issue. You’ll need to address it the same way you would with someone refusing any other key duty.

Try:
“I need to be clear—travel is a requirement of this job. If you’re unwilling to meet that expectation, we’ll need to explore other options, which may include disciplinary steps.”

This sets the boundary while giving them a final chance to correct course.

Client: What if there aren’t any other roles for them here?

Consultant: Then it may ultimately lead to separation. Not every employee is a fit forever, especially when job requirements can’t be negotiated. Document the conversations, follow your policy, and be consistent.

Client: So, the key is to ask why, consider accommodations if appropriate, and then hold them accountable if it’s just refusal?

Consultant: Exactly. Show empathy by exploring the ‘why,’ and show fairness by considering accommodations. And if it comes down to flat-out refusal with no legitimate reason, you move into accountability. That way, you’ve balanced compassion with the needs of the organization.

And remember—if you need support navigating the interactive process or structuring the accountability steps, we’re here to help.