Adequate staffing
In adverse weather, the key thing is to prepare. This means
planning journeys with consideration and setting off early. You should be
clearly communicating this message to your employees and, where necessary,
reviewing work schedules to take account of any delays that may arise.
If you are able to, consider working at home as an option for some or all of your staff. This may mean considering how you will manage phone calls and remote access.
If you can operate with a skeleton of onsite staff, then now is the time to start thinking how this would work. Would it be key, frontline staff who would have to come in? Or are you able to re-jig things so that those with clear routes to the work place are asked to man the proverbial fort?
If you do need to be physically open for business, consider where staff live and who is going to have difficulties arriving for work to ensure that you are adequately covered.
Travel
Advise employees that they should plan their journeys from
home to work carefully, listen to local travel updates and set off earlier to
account for delays if needed. It goes without saying that they should dress
appropriately, with waterproofs and suitable footwear.
If employees are using Company vehicles, they should proceed with caution (if at all) going through flood water. Not only can it cause damage to the vehicle itself, in 2007, some vehicles were swept away by flood water. Where possible, stick to higher and flatter ground and if you do need to leave your vehicle, ensure it is in a safe place.
From a Health and Safety perspective, you have a duty of care to your employees and this needs to be kept first and foremost in your mind.
What about pay?
Many employers are tempted not to pay employees who do not make it into work. In theory, employers are not obliged to pay employees who are unable to attend work due to bad weather. However, this could be risky and with the increase in flexible working many employees can argue that they can work from home. Along with this a little goodwill does go a long way and can be beneficial in the long term for businesses.
A few alternative options are:
- Pay
employees but require them to make up the time later.
- Ask employees to take days as annual leave.- Enable employees to work from home by providing appropriate technology.
If employees are available for work but you send them home, you should pay them, unless you have an agreement which allows you not to.
Bad weather policy
Overall it comes down to common sense and what is best for
your business. Bad weather should not be automatic permission to take a day
off. But employers also need to communicate that employees should not risk
their safety to get to work and be understanding if weather conditions worsen
throughout the day. Even though it may sound extreme, a well communicated ‘bad
weather’ policy should be put in place linking with your already existing
absence management, health and safety, and business continuity policies. This
should enable you to wade through any weather-related issues.
