Snowed under with staff issues?

Your staff are snowed in and can’t get to work, but they want to know if they still get paid?  What do you tell them?

According to absence management experts, staff absence rates due to the hazardous weather conditions are thought to be as high as 14% of the UK workforce, higher than have ever been seen before.

Employers need to carefully consider opportunities and options available if the weather conditions do stop employees making it in.  Or if businesses are unable to open and staff arrive to find the premises closed.

With severe weather occurrences seemingly on the rise, putting in place a clear, consistent and transparent “Adverse or Inclement Weather Policy” would be advisable.  The policy should contain guidance and what employees should do in the event of workplace closures, disruptions, unable to travel, public transport failure, school closures, etc

Employers should decide:-

• Whom employees should contact if they are unable to make it in.
• Whether employees will be paid if they fail to attend work
• If home-working/ remote IT access is feasible (of course many types of work cannot be done at home so may not be an option)
• What disciplinary action will apply for someone who an employer felt was able to work but had chosen not to.
• Time off – paid, but employees need to make up the time at a later date
• Time off – unpaid, however this risks being unlawful deduction from wages unless the employment contract says otherwise.
• Paid – employee takes it as annual leave.  Employers cannot force employees to take a day’s holiday without their consent unless a policy contains an express right to do so.
• Unpaid dependant’s leave, in the case of school closure and the need for emergency child care.  Employers need to be careful not to discriminate as this is likely to be covered by the Employment Rights Act 1996, which entitles an employee to take a reasonable amount of time off work because of an unexpected disruption for the care of a dependant.

The obligation is on the employee to try and get there and be ready and available for work. Employers need to bear in mind there is a potential health and safety implication, employers have a duty of care and a potential liability may exist if employees were pressurised into travelling when conditions were dangerous.

Much of it will come down to common sense, individual circumstances or Directors discretion but a policy with guidance will help.

At SOS-HR Ltd we can help you draft any policies and procedures which would benefit your organisation.  If you wish to discuss further please call me on 01473 276170…..