Indonesia is one of the world’s largest Muslim-majority countries, and as a major sending country under the Specified Skilled Worker program, the number of Indonesians working in Japan continues to grow. Still, many company contacts say they are unsure what “halal accommodation” actually requires. When acceptance proceeds without enough understanding, it is not uncommon for teams to unknowingly cross taboos in the company cafeteria or at after-work drinks. This article covers the basic rules of halal, practical points for company meals and drinking parties, and workplace considerations during Ramadan.

Halal accommodation 1: About 87% of Indonesians are Muslim

Indonesia’s population is about 280 million, and roughly 87% practice Islam. Because many Indonesians working in Japan are Muslim, halal accommodation at work is an unavoidable issue. Accurately understanding the basic rules is the first step toward appropriate support.

Halal and haram are absolute religious standards

Islam has the concepts of “halal (حلال)” and “haram (حرام).” Halal is Arabic for “what is permitted,” and haram means “what is forbidden.” The distinction applies not only to food but to conduct and daily life overall. That said, the rules workplaces encounter most often concern meals.

For Muslims, eating food that is haram is entirely different from a mere “like or dislike” or a health-related restriction. Because it is an absolute standard grounded in religious precepts, comments such as “a little is fine” or “don’t worry about it” can be received as dismissing the other person’s faith. It is therefore important to understand the difference between halal and haram as a religious obligation, not as personal preference.

Pork and alcohol are completely off-limits—no exceptions

The most representative haram items are pork and alcohol. Pork is the food most clearly forbidden in Islam, and even trace amounts of pork-derived ingredients make something unfit to eat. Lard (pork fat), gelatin extracted from pig bones or skin, pork-bone extract, and similar ingredients must also be avoided.

Alcohol likewise covers not only drinks but also mirin and cooking sake used in dishes, which count as haram. Japanese cooking commonly uses mirin or cooking sake in simmered dishes and teriyaki, but the idea that “heating burns off the alcohol, so it is fine” does not apply under Islamic precepts. The basic view is that once alcohol is used as an ingredient, the food is considered haram—a point that requires particular care.

Strictness varies by person—so maximum consideration is the right baseline

At the same time, it helps to know that approaches to halal differ by individual. Among Indonesian Muslims, some carefully check ingredient labels, while others are relatively relaxed and “don’t mind as long as it is clearly not pork or alcohol.”

Even so, when responding as a workplace, we recommend using “maximum consideration” as the standard. If you align only with a looser standard, people who observe the rules strictly may end up with nothing they can eat. Of course, the premise is ultimately to respect the individual’s wishes, but for initial handling it is safer to keep the stricter standard in mind.

Halal accommodation 2: Points for company cafeterias and boxed lunches

Once you understand the basic halal rules, the next practical points concern company cafeterias and boxed lunches. It is easy to think avoiding pork and alcohol is enough, but in practice there are finer pitfalls.

Seasonings and stock can hide haram ingredients

In Japanese food culture, “hidden haram” ingredients in seasonings and stock need special attention. For example, mirin and cooking sake contain alcohol and are therefore haram, as noted above. Pork-bone ramen broth and desserts that use pork-derived gelatin can also be issues.

Another easy-to-miss area is commercial curry roux, consommé, and dressings. These processed foods often contain pork extract or pork bouillon. Shortening and margarine may also include pork-derived ingredients. When using processed foods, it is important to make a habit of always checking the ingredient label.

Shared cookware can mean cross-contamination

For strict Muslims, sharing pots, pans, knives, and other tools used to cook pork or alcohol may also be treated as haram. This rests on the Islamic idea of contamination (cross-contamination).

In other words, if the same cookware is used for pork and other ingredients, some people believe impurity (najis) remains even after washing. Even when fully separating cookware in a company cafeteria is difficult, at least when preparing a halal menu you should use separate tools or wash them thoroughly before use.

Three methods you can practice without certification

Hearing “halal certification” can make the bar feel high. Even without certification, however, there are still plenty of measures you can take at the workplace level.

First, thoroughly check ingredient labels. Simply confirming that pork-derived and alcohol ingredients are absent when sourcing for the cafeteria or arranging boxed lunches avoids most of the risk. Second, offer menus centered on seafood and vegetables. Fish, shellfish, and vegetables are generally considered halal in Islam, so they can be provided with confidence. Third, ask Indonesian employees themselves to review the menu. When you are unsure about an ingredient, having them check the label is the most reliable approach.

Halal accommodation 3: Consideration at drinking parties and company events

In Japanese workplace culture, drinking parties and company events are important communication settings, but for Muslim Indonesian employees they are also situations that call for particular care. Getting this wrong can damage trust.

Non-alcoholic drinks alone are not enough

When a Muslim employee joins a drinking party, many people assume providing non-alcoholic drinks is enough. In practice, that is sometimes insufficient.

First, many dishes at izakaya and restaurants may use mirin or cooking sake. Some strict Muslims also feel uncomfortable simply being in a place where alcohol is served. When choosing a venue, it is better to consider a halal-friendly restaurant or a venue that can offer an alcohol-free plan. More restaurants now provide halal menus, so checking online in advance is recommended.

“You don’t have to come” can exclude even when well meant

Some people tell Muslim employees, “If you can’t drink, you don’t have to force yourself to come.” Even when well intentioned, that can be received as “you are not part of the team.”

Drinking parties are not only about drinking; they also deepen workplace relationships. It is therefore important to design formats Muslim employees can join more easily. Planning lunch gatherings, barbecues, bowling, or other exchanges that are not premised on alcohol is one option. Even when holding a traditional drinking party, saying “We’ll check what you can eat—please join us” can convey a welcome.

Halal accommodation 4: Workplace response to Ramadan and prayer

Beyond meals, there are other practices to know when accepting Muslim Indonesian employees. Ramadan (the fasting month) and daily prayer in particular require workplace understanding and consideration.

During Ramadan, no food or drink from sunrise to sunset

Ramadan (in Indonesian, “Ramadan” or “Puasa”) is an approximately one-month fasting period in the ninth month of the Islamic calendar. During this time, Muslims abstain from all food and drink from sunrise to sunset. Even water is forbidden, so the physical burden is far from small.

For employees during Ramadan, adjusting heavy-labor shifts and being mindful of break times are expected responses. Eating in front of a fasting colleague is not itself a problem, but repeatedly asking “You’re not eating? Are you okay?” is better avoided. Because the person is fasting voluntarily based on faith, showing understanding is preferable to worry. Ramadan follows the Islamic calendar and shifts about 11 days earlier each year, so confirming the timing with Indonesian employees in advance is reassuring.

Five daily prayers can be supported with a quiet space

Muslims have an obligation to pray five times a day (salat in Arabic (صلاة); shalat in Indonesian). The times are before dawn, after midday, in the afternoon, just after sunset, and at night, and each prayer takes roughly 10 to 30 minutes.

Supporting prayer at work does not require elaborate facilities. Securing a quiet space—a corner of a meeting room or an unused private room—is enough. The prayer direction (qibla) is toward Mecca, which from Japan is roughly west-northwest. Employees generally bring their own prayer mat, but preparing a clean space communicates consideration. Agreeing in advance how prayer during work hours is treated under work rules also helps prevent trouble. Differences in dietary restrictions by religion are also organized by faith in our article on meal restrictions for Nepalese workers; companies accepting employees of multiple nationalities may find it useful as well.

Conclusion

Halal accommodation for Indonesian employees goes beyond excluding pork and alcohol to seasonings, cookware, the format of drinking parties, and consideration for Ramadan and prayer. Individual rules may feel detailed, but the foundation is a simple stance: respect the other person’s faith and culture.

We recommend treating halal accommodation not as a “cost” but as an “investment” that raises retention and hiring strength for Indonesian employees. The first step can be as simple as asking at onboarding, “Is there anything we should be careful about with meals?” Stacking small considerations like this creates an environment where Indonesian employees can work with peace of mind and also strengthens trust across the workplace. Seeing cultural and religious differences as bridges rather than walls, and building relationships as colleagues who work together, is what multicultural workplaces need going forward.

Why certain foods are prohibited in Indonesia

Food prohibitions for Indonesian talent should be understood not as likes and dislikes, but as life rules based on Islamic halal and haram. Beyond pork and alcohol, some people also care about seasonings, stock, and shared cookware.

Meal-related issues that often arise at work

Situations such as unclear cafeteria ingredients, difficulty declining alcohol at drinking parties, sharing tongs used for pork dishes, or having no boxed-lunch options may not surface as open complaints, yet they affect retention. Putting labels, choices, and advance confirmation in place is a practical response.

FAQ: Food accommodation for Indonesian talent

Q. Should we provide only halal-certified foods? A. Halal certification is ideal, but on the ground a practical approach combines ingredient labels, pork- and alcohol-free options, and confirmation with the individual.

Q. How should we handle drinking-party attendance? A. Do not force attendance, and allow non-alcoholic or meal-only participation. Managers should make clear that this does not affect evaluation or workplace relationships.