Adverse weather is one of the biggest business disruptions in Britain. Unlike other European nations, we are simply ill equipped to handle extreme conditions.
By planning ahead, you can prevent your business from being disrupted.
Put a policy in place now
If you don’t already have one, you should introduce a bad weather policy, which outlines what action should be taken when the climate’s bad.
- What steps should employees take to get into work?
- How should they inform you if they are unable to make it?
- Is it an option for the employee to work from home?
- How will pay be affected?
- What steps should you take to accommodate absences?
Having a written policy that employees agree to will save a lot of confusion and disagreements down the line.
Make arrangements
It’s important that you plan ahead.
- Listen to weather news and travel updates
- Suggest alternative travel routes
- Do you have cover staff that might be available?
- Who is likely to be affected, what workload and deadlines do they have?
Who should you pay?
Normally, you don’t have to pay staff members who’re unable to reach work due to travel disruptions.
You will only need to pay staff if their travel is counted as part of their working day and part of their job, or in some situations where you are providing the employee’s transport.
However, many employers choose to pay their workers if the weather affects their ability to work. It tends to show understanding, improve team morale, and encourage employees to make the extra effort to attend.
Be flexible
It always helps to be flexible. Rather than watching staff struggle into work, allow them to work from home.
Just make sure you have the technology in place that will make it possible, such as lap tops and smartphones. It’s also important for you to ensure all employees can acces your network at home, should they need to.
Dealing with school closures
If schools close due to the weather, parents may lose time.
In emergency situations, employees are legally entitled to take unpaid time off to look after dependants.
This doesn’t normally apply to childcare situations as a result of having no childcare arrangements, but in poor weather, this could be classed as an emergency situation.
If you wish, you can allow employees to take emergency time off as holiday time, but it’s up to the employee to accept this.
By Tirebuck Recruitment, a recruitment company in Solihull.
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