As storm Doris causes disruption throughout the UK, employees are likely to encounter problems getting to work, from delayed trains, car and household damage to dangerous walking conditions. So how should employers deal with disruption caused by staff not being able to get into work? 

First port of call is review your handbook to ascertain whether or not you have a severe weather policy, in the event that you do not, then follow this simple guide: 

1. Be reasonable.

2. Be consistent, however, individual circumstances should be considerate to avoid discrimination claims i.e. a single mother who is unable to get into work because of  schools closures should not be disciplined, or subjected to a detriment, even if other employees within the same area have been able to attend work. 

3. Consider home working arrangements or if you have multiple sites allow employees to temporarily work at a site closer to home. 

4. Consider organising transport or carpooling arrangements. 

5. Postpone out of town meetings. 

In summary, if you are an employer without a severe weather policy, be as flexible as you can. If, however, you feel that employees are being dishonest and taking advantage of the situation, you should not be afraid to instigate disciplinary proceedings.

Do you require a severe weather policy put in place or some storm-related advice? Please contact Samira Cakali at SCE Solicitors on 0113 350 4030 or hello@scesolicitors.co.uk. 

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SCE Solicitors is a boutique employment law and dispute resolution practice based in Leeds which advises clients nationwide.  Please note that the information in this blog is to provide information of general interest in a summary manner and should not be construed as individual legal advice. Readers should consult with SCE Solicitors or other professional counsel before acting on the information contained here.

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Samira Cakali

Solicitor Advocate LLB (Hons), Higher Rights (Civil) at SCE Solicitors

Samira Cakali is a pragmatic and approachable solicitor advocate with extensive contentious and non-contentious experience in the fields of employment law as well as civil litigation, within a range of commercial businesses from SME’s to multinationals as well as senior executives.

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