Where weather forecasts result in severe warnings, employers need clear strategies to prioritise safety, enable business continuity where feasible, and manage expectations.
Duty of Care
Employers have a duty of care to ensure the health and safety of their employees, including when they travel to and from work. Employers must take reasonable steps to ensure the health, safety, and well-being of their employees. This includes ensuring that employees are not encouraged to travel when it's not safe. Here are some key considerations:
Remote Working
- Employees who can work remotely should continue to do so with no disruption to their normal pay.
Flexible Working
- Offer adjusted start and finish times or allow employees to make up lost hours at a later date, ensuring clear communication on payment for hours worked.
- Employees will be paid for hours worked as normal.
Workplace Safety and Closures
If the Company decides to close the workplace due to extreme weather or other safety concerns, the following considerations could be considered:
- Layoff Clause in Contract: If an employee's contract includes a layoff clause, they can be laid off without pay.
- No Layoff Clause: If no clause exists, and the employee agrees to take an unpaid day, the employer is not required to pay. However, if the employee does not agree to take unpaid leave, they must be paid their normal pay.
If the workplace remains open, but an employee cannot attend due to extreme weather, there is no statutory entitlement to be paid. Employers should consider offering options such as:
- Annual leave
- Unpaid leave
- or other mutually agreed arrangements.
For casual employees, the principle of 'no work, no pay' typically applies unless other arrangements are explicitly agreed.
Employers must continue to evaluate the safety of employees who must commute to and from work.
Proactive Communication
Open communication is key during adverse weather. Employers should provide timely updates on workplace changes, while employees are encouraged to report any challenges, such as travel difficulties, to ensure smooth operations.
Stay informed with Met Éireann, AA, An Garda Síochána and Gov.ie updates.
Severe weather can pose challenges, but with open communication, flexibility, and a focus on safety, employers can effectively manage these situations. A proactive approach ensures employees feel supported and the business remains prepared for future events.
How HR Duo Supports Employers
If you’re an HR Duo user and don’t already have an Adverse Weather Policy in place, you can easily request one through our ticketing system. We’ll provide you with a ready-to-use template via the HR Content Hub, which you can customise to fit your organisation’s needs. Once finalised, employers can distribute the policy and ensure it is clearly communicated to all staff, helping to promote safety and clarity during challenging weather conditions.
